Every organization has their code of conduct that restricts individuals in their actions. Nevertheless, it is common for most team members to violate rules in some way, dragging consequences that range in their severity. Workplace incivility, theft of corporate assets, vandalism, sabotage, and substance abuse are the most common types of misbehavior that undermine the safety of workers and security of the company. Organizational misbehavior annually costs about $200 billion to the US companies due to the loss of relevant data and assets. There are plenty of reasons behind misconduct triggered not only by personality but also by
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Setting goals is the first step to implement them into life at some point. A bright idea will remain such until we take a decision to move on with it and take the first steps towards its implementation. A goal is exactly such an idea by itself; sometimes it motivates us, and for the rest of time it does not. We may set plenty of goals every day, and there is no guarantee that any of them will push us to actions. But smart goals are the ones that can really motivate us to work. The experience of
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The motivation of workers changes with their age, but it is qualitative rather than quantitative. Senior citizens and their children are not motivated by the same incentives, even though both of them seem interested in the further career development. Young people are more interested in climbing up the career ladder and making enough money to get everything they need from life. Older people take more interest in job satisfaction and the sense of personal fulfillment. They do not require as much learning as younger workers still need and are not particularly inspired by hasty rhythm in the workplace. Many
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A career is a long and promising path for those starting it in their 20s. People have plenty of time to gain experience, develop new ideas, and implement them into life. However, a career prospect is entirely different for those heading retirement. Life changes fast, and what was relevant for people during their university years may become a complete waste of time in future. New trends and values naturally make people change their occupation, even though it does not seem logical for a specialist with a huge experience in their area. The lifespan development career model highlights gained
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40 years ago, a human resources manager was a dead end job. The department did not produce any revenue to a company but wasted resources with its operation. People were pushed to be HR specialists if they were incapable of doing some more serious job. Maintaining a record of current employees was an annoying paperwork irrelevant to anyone for most of the time. This state of events changed with the introduction of digital technology in the workplace. In the 21st century, HR department became nothing less than the productivity center of the organizations. HR specialists work to enhance
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