Xem 1-6 trên 6 kết quả Organizational failings
  • Organizations are complex social systems that sometimes perform remarkably well and sometimes fail miserably. Organizational psychology is a subfield within the larger domain of industrial/organizational psychology that seeks to facilitate a greater understanding of social processes in organizations. Organizational psychologists also seek to use these insights to enhance the effectiveness of organizations—a goal that is potentially beneficial to all. This book is designed to provide students with a thorough overview of both the science and the practice of organizational psychology.

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  • Whether the British race is improving or degenerating? What, if it seem probably degenerating, are the causes of so great an evil? How they can be, if not destroyed, at least arrested?--These are questions worthy the attention, not of statesmen only and medical men, but of every father and mother in these isles. I shall say somewhat about them in this Essay; and say it in a form which ought to be intelligible to fathers and mothers of every class, from the highest to the lowest, in hopes of convincing some of them at least that the science of health, now so utterly neglected in...

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  • Chapter 8 - Improving performance with feedback, rewards, and positive reinforcement. After reading the material in this chapter, you should be able to: Specify the two basic functions of feedback and three sources of feedback; define upward feedback and 360- degree feedback, and summarize the general tips for giving good feedback; distinguish between extrinsic and intrinsic rewards, and give a job-related example of each;...

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  • W hat makes for a good health system? What makes a health system fair? And how do we know whether a health system is performing as well as it could? These questions are the subject of public debate in most countries around the world. Naturally, answers will depend on the perspective of the respondent.

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  • Similarly, policy documents may set certain limitations on the executive. For example, the board may have a policy regarding finances that states the executive will not un- reasonably risk organizational assets, including property, unnecessary liability, insuf- ficient fund controls, or investing organizational surplus in insecure instruments. Or the board may have a policy limiting the executive from imprudent business practices, such as treating employees unfairly or choosing violating ethical standards relative to the organization’s field of practice.

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  • A key consideration in deciding whether to establish a policy preference for organizing cross-border banking groups as branches or subsidiaries is the balance between efficiency and financial stability. From the perspective of policymakers, different organizational structures have important stability implications, notwithstanding the “efficiency arguments” that may favor branches.

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