Search Results for incentives

Abstract

This study aims to serve the community by diagnosing a problem facing the Dowaly Private Hospital, represented by employee turnover. In this study, the problem of employee turnover was linked to human resources management practices, which include: estimating the need for human resources, job design, recruitment policies, training, development, performance appraisal, wages, incentives, and benefits. The study approach is an exploratory approach that relies on collecting as much information as possible to arrive at a diagnosis of the causes. The questionnaire was used as a tool for collecting data, in addition to personal interviews as a supporting tool for interpreting the results. The questionnaire was distributed to a random sample of (54) hospital employees. The statistical program (SPSS) was used to analyze the results. The research found that wages are the most common problem faced by working individuals, followed by estimating the need for human resources, incentives, benefits, job design, development, and performance appraisal, respectively. As for training and recruitment policies, they are at a high level at Dowaly Private Hospital. The study presented a set of recommendations that may reduce the problem of employee turnover that the Dowaly Private Hospital suffers from.     

Abstract

Introduction to professional ethics and organizational work values:

In recent years, we have seen the emergence of some concepts of social responsibility. These concepts are considered contemporary concepts, so there must be a reinforcement of these social concepts. We find that some institutions emphasize their developmental role and sense of social responsibility within the communities in which they are located. This social participation is not only important in the sense of responsibility, but has become a necessity to win the sympathy, respect, and appreciation of communities.

We find that the concept of work ethics is one of the most important social principles that stem from the full belief in the values of work, as each individual is responsible for the work he does. Of course, the concept of work ethics is closely linked to the people who perform their work in a skillful way. This does not stop at an authority or institution, whether in the public or private sector. Therefore, institutions have focused their attention specifically on work ethics and values. They seek to develop good morals such as honesty, integrity, commitment, striving for excellence, loyalty, righteousness, respect for others, and appreciating time and good use of it. They also seek to fight against everything that is not appropriate for virtuous ethics while adhering to high values for their multiple benefits for individuals, societies, and high-quality relationships.

Let's focus more on another aspect of ethical values and how they become more complex when there are situations where values conflict with other things in our lives. We know that ethics is a set of rules that define the proper behavior and also define the improper behavior. These ethical rules tell us when our behavior is acceptable and when it is rejected. We note that ethical rules exist in all societies and organizations, despite the differences that exist between one individual and another, but they are considered ethical rules that govern the behavior of humans to determine for them when their actions are right or wrong.

As for business ethics, it does not differ much from the rules of ethics that govern the behavior of individuals in our societies, and it applies the general ethical rules that govern the behavior of business organizations.

In light of this, we note the legal aspect of ethical behavior, that is, the behavior considered ethical is also legal and preferred by society and encouraged. However, there are sometimes unethical behaviors that are difficult to consider illegal. For example, when a worker takes more time than necessary to perform a particular task, is this ethical behavior? Also, when one of the workers uses the work phone for personal calls, thus the institution bears the loss of the worker's time, and bears the costs of the calls made by the worker, or he claims to be sick and does not go to work... And such behavior is not punishable by law, but many people consider some or all of them unethical.

Work is of great importance to man, as it is his source of income and livelihood. Therefore, man seeks to preserve it by adhering to work ethics and values. Let us get to know through the following lines the concept of work ethics and the importance of adherence and commitment to work ethics. It has great importance for the individual and the institution in which he works, such as enhancing the interaction between workers in a large way, which raises the efficiency of performance, improving the image and reputation of the institution, and protecting employees from fear about their future in it and depriving them of incentives and promotions on time. In addition to increasing production and profits, this is a result of each employee's commitment to perform his duties towards his work, as one of the most important work ethics is honesty, and proper time management and not exploiting work time to serve personal interests, and disrupt the interests of work and customers as some people do, and working to succeed in forming good relationships with customers, which guarantees their continuous dealings with the institution.

We can follow a set of methods and methods in order to consolidate and consolidate the ethics and values of work, such as the individual's evaluation of his performance himself, and punishing himself for the mistake he commits without being monitored by anyone. This is because he fears God Almighty, and therefore he strives to perfect his work. Administratively, this is known as the application of self-control methods. Not discriminating between workers, everyone must be subject to punishment when they are wrong, regardless of whether they are a manager, worker, or employee. They are all equal, so that the owners of senior positions in the institution do not believe that they are above punishment, which prompts them to not comply with labor regulations. Among the methods and ways to consolidate the ethics and values of work are:

• Encouraging employees to develop their performance, and this is done by linking good performance with rewards and incentives. The employee always needs someone to encourage him to give his best for the benefit of work.
• Raising awareness among the ranks of workers of the importance of work and that it is their source of income, and the need to preserve it and master it well, which leads to increasing the profits of the institution and raising their standard of living.

Abstract

     With increasing environmental pressures and resource scarcity, the transition from the linear “take-make-dispose” model to a circular production system (CPS) has become a strategic necessity for companies. This research addresses the circular production system not only as an environmental initiative, but also as a catalyst for achieving sustainable competitive advantage. The research aims to contribute to bridging the gap between organizational behavior literature and sustainability strategy, highlighting how employee perceptions at the micro and macro levels of the company influence competitive advantage, guided by the research question “How do Bwer employees view the role of circular production systems in building sustainable competitive advantage?” This research examines the perceptions of Bwer employees regarding the relationship between adopting a circular production system and enhancing competitive advantage. A descriptive analytical approach was used, with a structured questionnaire distributed to a targeted sample of 75 employees from various departments, such as operations, marketing, and research and development, using SPSS v.26 software. The results show strong perceived links between circular production systems and improved brand image, resource efficiency, and long-term cost savings through waste reduction and material reuse. However, the challenges identified include high initial costs, the complexity of reverse logistics, and a lack of understanding between different functions, particularly with regard to product innovation outside the research and development department. One of the most important recommendations of the research is to highlight the need to improve communication, training, and incentives to align employee efforts with circular production goals and fully achieve CPS objectives as a driver of lasting competitive success.

Abstract

The research aims to test a hypotheses explaining the behavior of commercial banks towards government borrowing in the Iraqi economy on the one hand and the effect of internal government borrowing on bank credit. government borrowing on bank credit. The lazy bank hypothesis is one of the explanations for banking behavior, it believe a continuous increase in government borrowing from commercial banks can create a risk that leads banks to reduce their lending to the risky private sector compared to granting loans to the public (government) sector and thus eliminates their incentives to search for new profitable opportunities To invest in the private sector.
The effect of crowding out means that the rise in government sector spending leads to a decrease in private spending or sometimes even cancellation. The main reason for crowding out is to reduce the government deficit if the government borrows from the market to fill this deficit so the demand for investment in the market increases and the value of money in the market increases automatically And the interest rate increases. Using a method of Co-integration and a Error Correction Model to measure the relationship between internal government borrowing and credit in a short and long term for the period Jan. 2006-May 2020 monthly data . the results of the econometric model supported this hypothesis, which reflects negatively on the size and effectiveness of the private sector and its role in the Iraqi economy

Abstract

يهدف هذا البحث بتقييم واقع الابداع وتأثيرها على المناخ التنظيمي في المؤسسات التعليمية لتشخيص أهم عوائق الابداع في بيئة العمل، إذ تم توزيع (100) أستبانة محكمة على الملاكات التدريسية والإدارية في مؤسستين تعليميتين حكومية واهلية، وقد تضمنت الاستبانة متغيرات رئيسة للبحث (الأبداع ، والمناخ التنظيمي) وثلاث أبعاد فرعية لكل متغير لغرض إجراء دراسة المقارنة بين هاتين المؤسستين ،تم استخدام عدد من الاساليب الاحصائية منها : (الأوساط الحسابية والانحرافات المعيارية ومعامل الارتباط البسيط (بيرسون) واختبار جودة المطابقة واختبار الأثر، فضلاً عن اختبارات لعينتين مستقلتين غير مترابطة وغيرها من الاساليب الاحصائية)، أن اهم الاستنتاجات التي توصل اليها البحث إن ادارة المؤسسات التعليمية الأهلية كانت أفضل من المؤسسات التعليمية الحكومية في الإبداع والمناخ التنظيمي، لاتباعها سياسة المنافسة والاستقطاب لزيادة مواردها المالية والبشرية ، بذلك نستنتج بوجود عوائق للابداع في المؤسسات التعليمية الحكومية اكثر منها في المؤسسات الاهلية لان الاخيرة تسعى بشكل مستمر الى تبني وتشجيع الطاقات المتميزة .اما أهم ماأوصى به البحث ضرورة تبني الادارة في هذه المؤسسات استراتيجيات تتناسب مع واقع التعليم في العراق التي يمكنها ان تساعد على خلق وتشجيع الابداع والمبدعين أيماناً منها بتأثير الابداع على المناخ التنظيمي، إذ تسعى كل المنظمات الخدمية منها ام الانتاجية إلى إحداث تغييرات ايجابية بين الآونة والاخرى، من خلال إستثمار المقومات التي تمتلكها بالشكل الأمثل، والمورد البشري المبدع أحد اهم هذه المقومات التي أرتكز البحث عليها .