A Case Study about Motivation and Productivity in Academic Libraries
Abstract: Library assistants, made up of Para-professionals (Senior Staff) and junior staff, constitute over 50% of the total workforce of the KNUST Library. The contributions of these assistants to the efficient and effectiverunning of the University Library System is of primary importance.This study aims at finding out how best to motivate these library assistants of the KNUST Library with a view to enhancing their performances and productivity. An analysis of answers to questions pertaining to the sex, age, working experience, educational qualifications, job satisfaction, prospects for promotion, performances on the job, relationships, communication and discipline is made. Factors impeding higher motivation of the assistants are also identified. Suggestions for higher motivation are finally made to enhance staff performance and service delivery at the KNUST Library.
Introduction: Management is the form of work that involves coordinating an organization’s resources – land, labour and capital-toward the efficient and effective accomplishment of organizational and personal goals. Setting specific, achievable goals, which are essential for the efficient operation of any organization, is the major responsibility of management. An organization cannot accomplish its set goals unless its members achieve their personal goals such as financial benefits and job satisfaction. In the same way, members of an organization cannot continue to achieve their personal goals unless the goals of the organization are also achieved. Keep reading…
Case Study of Success in Transitioning Long-Term Unemployed IndigenousAustralians into Sustainable Employment
Introduction: Australia is wasting its talent. Throughout the country, but particularly in disadvantaged neighbourhoods, competent and capable Australians who could take an active role in wealth creation and be economically productive are excluded by circumstances, history, or barriers that can potentially be overcome. In particular, Indigenous Australians are over-represented in this group – they are three times more likely to be unemployed than other Australians and are more likely to be long-term unemployed.
Taking actions to get long-term unemployed – including Indigenous Australians – into the workforce makes business sense for organisations that are struggling to ﬁ ll vacancies with good people. Within this pool of potential recruits are people who, given the right training and support, can excel in employment. This report looks at six case studies of successful programs that have attracted long-term unemployed Indigenous Australians back into the workforce. It is intended to be detailed, grounded in practical reality and to personalise the experiences of the individuals involved so that others can learn from their experience. Keep reading…
Case Study about Localisation Programme in Tanzania
While expatriate expertise is often essential in establishing mining operations at its global sites, AngloGold Ashanti is committed to the recruitment, training and development of local citizens. Through assistance in reaching their full potential in a particular discipline, it is anticipated that these employees will, in a phased approach, reduce the numbers of expat subject matter experts at a given operation. In this respect, Geita Gold Mine in Tanzania is guided by Clause 7 of the country’s Special Mining Licence (SML) No. SML 45/99 (granted pursuant to Section 39 of the Mining Act, 1998): ‘The Licensees and their contractors shall employ and train Tanzanian citizens with appropriate qualifications to the maximum extent practicable and consistent with efficient mining operations.
In this connection the Licensees shall carry out an effective scheme of employment and training for Tanzanian employees at all levels of operations and management.’ Although formal localisation plans have been slow to emerge at Geita, the focus in 2006 was on upgrading and aligning the skills of Geita’s workforce with those required by the business. An engineering skills dilemma at Geita was precipitated by the move from contractor to owner mining in August 2005 when the mine’s engineering complement of around 80 increased by almost 200% overnight. Keep reading…
Case Study about Reducing labour turnover in Australia
Owing to its remote location in the Eastern Goldfields of Western Australia, the Sunrise Dam Gold Mine sources the majority of its labour from the Perth area. Employees have been engaged on a fly-in/fly-out (FIFO) basis, which until recently, in an arrangement common in the Australian Mining industry, followed a roster of 14 days work duty, followed by seven days at home. The mine has experienced difficulty retaining its workforce and replacing nearly half of its employees each year was proving to be a difficult and costly process. This problem had been exacerbated by the labour shortage in Australia, more particularly in Western Australia where turnover figures at Sunrise Dam reflect the difficulties facing the resource sector as a whole as the availability of skilled labour struggles to keep pace with the resource boom.
In order to investigate ways of ameliorating the difficulties associated with the reality of having employees working in remote locations, AngloGold Ashanti Australia commissioned a study in 2005 and 2006 that explored the trends of FIFO operations. The report emanating from the study established that a 14/7 roster was no longer viewed as competitive when compared with other job opportunities, as employees looked to improve their quality of life. Although the mine facilities were seen as excellent, the roster only allowed employees to return home every third weekend, and the time spent away from family and friends was viewed as significant. The lack of competitiveness of the roster was confirmed by the labour turnover statistics. keep reading…
Case Study about Organizational Culture and the Bottom Line
In the case of the XYZ Company, the dysfunctional culture was clearly impacting the company’s bottom line. The 40 year old XYZ company manufactures polyester film for industrial use. A couple of years before our involvement with the company, it was purchased. One of the new owners was an engineer and became the president of the company. The other had a financial background and became the CFO. The partners’ decision to purchase the company was based on projections of rapid growth and increased profits.
The new owners believed that they could achieve their goals of increased productivity, acquisition of new customers and profit growth by creating a more disciplined, standardized production system. In addition, they planned to build the capabilities of the workforce and create a culture of employee input and problem-solving. Their vision of the future organization was one in which all operators would contribute their input to process improvements and trouble-shooting. Keep reading..
BlackRock, Inc. is an American multinational investment management corporation and the world’s largest asset manager. In this there are 2 case study mentioned A new engineering company has enjoyed rapid growth. Their dynamically growing workforce skews younger than average and has limited experience and interest in managing investment …… To refer more on this case study click here BlackRock
A Case Study about Experiences of Night Shift Nurses in Regional Public Hospitals: Qualitative
Abstract: Nurses and nursing have been studied at length across many cultures but there is little published about the experiences of nurses who work solely or predominately night shift. In the growing nursing crisis, night time nursing demands urgent attention to ensure a continued committed workforce. This study investigated the experiences of night shift nurses with a focus on their relationships with other night time staff, non-night time staff and general work satisfaction issues.
Method and Study Design: Constructiveness inquiry was used to frame this qualitative case study. Data were derived from interviews and participant diaries. The participants were 14 nurses working nights half or more of their total shifts in medical or surgical wards of regional public hospitals in northern New South Wales. Participants were recruited by invitation, visits to wards by the researcher and local promotion by key nurses at the individual sites. Thematic analysis of the data was undertaken. Keep reading…
Challenge: Allianz Global Assistance has grown rapidly recently, adding 100 people to its Australian and New Zealand team between July 2011 and July 2012. To provide this burgeoning workforce with the tools to be productive, the business had to implement a manageable end-user computing environment that provided a consistent experience.
This environment had to be easy and cost-effective to deploy, configure, manage and maintain, and to scale in line with the company’s growth. Most importantly, it had to be user-friendly to minimise training requirements and ensure staff acceptance. keep reading…
A Case Study about The Role of Performance Management in the Achievement of Organizational Goals
Abstract: This research study addresses the role of performance management in the achievement of organizational goals. To achieve this objective a comprehensive literature study was performed to determine the views on performance and on performance management programmes. The study also included an investigation into the extent to which a performance management programme should be aligned with organizational and individual goals at the Seventh-Day Adventist Hospital. Questionnaires developed from the literature study were distributed amongst randomly selected respondents in order to determine the extent to which a specific organization manages performance in line with the guidelines provided by the literature study.
Introduction: Like many management terms, “performance management” has been interpreted, and the concept implemented, in many different ways. But the major goal in any good performance management system is to ensure that employee activities – what they do and how well they do them – are in synchronization with the goals of the organization, while maintaining a motivated and happy workforce. Over the years, organization members and management have worked hard for long hours but mostly are not aimed at improving organizational effectiveness in the accomplishment of organizations’ mission and goals. Hitherto, organizations are still beset with problems of planning, monitoring, developing, rating and rewarding good performances of which are the major forces driving good employee performance management. Keep reading…
Study report about Cost to the Nation of Children’s Poor Communication
Summary: Effective oral language skills are the building blocks on which subsequent literacy and numeracy development is based. Without solid foundations in language and communication skills, children run the risk of school failure, low self-esteem and poor social skills. Yet up to 80% of children in some areas of the UK are starting school without these vital skills. The Government’s focus on raising standards in basic skills recognises the need to develop a workforce which adds value in an increasingly global, knowledge-based economy. It acknowledges the impact of poor levels of literacy and numeracy on social and economic development.
A significant number of children have SLCN, but they fall into two groups. It is estimated that around 10% of all children have a long-term persistent SLCN, whereas upwards of 50% of children on school entry have more transient difficulties and, with the right support, are likely to catch up. Throughout this report, the terms persistent and transient will be used to distinguish between these two groups. Around 7% of children in the UK have specific and primary speech and language impairments – others have SLCN as part of more generalised difficulties or another condition. SLCN is a feature central to and common across most areas of disability and special educational needs. Keep reading…