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State of The Global Workplace
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low? There are many reasons — but resistance to rapid change is a big one, Gallup’s research and experience have discovered. In particular, organizations have been slow to adapt to breakneck changes produced by information technology, globalization of markets for products and labor, the rise of the gig economy, and younger workers’ unique demands. Gallup’s 2017 State of the Global Workplace offers analytics and advice for organizational leaders in countries and regions around the globe who are trying to manage amid this rapid change. Grounded in decades of Gallup research and consulting worldwide -- and millions of interviews -- the report advises that leaders improve productivity by becoming far more employee-centered; build strengths-based organizations to unleash workers’ potential; and hire great managers to implement the positive change their organizations need not only to survive – but to thrive.
Employer Attitudes Towards Compensation and Benefits in the 1982 Economic Environment
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Internal Marketing
A clear-sighted introduction to a complex subject, 'Internal Marketing' provides the reader with a succinct overview of the most recent thinking and practice. The text begins by defining what internal marketing is and how it can work, and from this foundation: * Outlines state-of-the-art thinking and practice * Demonstrates how internal marketing can be used to facilitate such diverse strategies as TQM, New Product Development and Change Management * Highlights the techniques managers need to understand to use IM effectively within their organizations * Contains a range of international and up to the minute examples and cases of best practice from companies around the world Throughout the book the emphasis is on understanding the principles that have made internal marketing such a potent force within leading corporations. This is combined with a pragmatic assessment of the many challenges involved in making it a reality within an organization.
Design and Feasibility of an Employer Workforce Survey
An important feature of group insurance & retirement benefits is that employers must design them around collective--rather than individual--employee characteristics, needs, & preferences. Given the analytic importance of linking data about the benefits offered by employers to data describing the characteristics of their workforces, & the severe limitations of existing data in this regard, RAND was commissioned to study the design & feasibility of an appropriate survey. This study suggests doing a pilot test to evaluate both design & feasibility issues. Such a workforce survey will require a great deal of discipline on the part of its designers to avoid asking more of employers than they are willing to give. The survey will probably not achieve the response rates from employees that are customary in other household or employer surveys. And such a survey will be relatively expensive, requiring a corps of experienced, skilled interviewers & flexible data-collection procedures that are tailored to each employer.
Job Satisfaction
Distilling the vast literature on this most frequently studied variable in organizational behavior, Paul E. Spector provides students and professionals with a pithy overview of the research and application of job satisfaction. In addition to discussing the nature of and techniques for assessing job satisfaction, this text summarizes the findings regarding how people feel toward work, including cultural and gender differences in job satisfaction, personal and organizational antecedents, potential consequences, and interventions to improve job satisfaction. Students, researchers, and practitioners will particularly appreciate the extensive list of references and the Job Satisfaction Survey inc...
