�ݺ�ߣshows by User: joeldangmei

�ݺ�ߣshows by User: joeldangmei / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: joeldangmei / Tue, 03 Oct 2017 17:49:20 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: joeldangmei HOW AESTHETIC LEADERSHIP STYLE MIGHT RELATE TO EMPLOYEE MORALE AT WORKPLACE? AN ANALYTICAL STUDY /slideshow/how-aesthetic-leadership-style-might-relate-to-employee-morale-at-workplace-an-analytical-study/80418726 apjor-171003174920
Leadership plays an important role in shaping employee morale but organizations are facing the challenges of dealing low morale of employees. Studies have shown that poor leadership and heartless management are among numerous reasons for low morale among employees in the organizations and recent trends towards organizational downsizing and restructuring have negatively impacted employee morale leading to low organizational productivity and thus organizational transformation must be accompanied with maintaining moral responsibility. In this regard, the researchers explore the emerging aesthetic leadership style on how it might help to foster positive employee morale and found that aesthetic leadership style builds positive work environment which is crucial for employee morale at the workplace. It also creates positive feelings around the organizations by emphasizing on empathy, emotions, ethics, value-based and moral behavior. This paper analyzes the aesthetic leadership style with the implications for future leadership preparation to harness positive employee morale at the workplace and concludes that by considering aesthetic leadership style can boost positive employee morale necessary for enhancing organizational performances.]]>
Leadership plays an important role in shaping employee morale but organizations are facing the challenges of dealing low morale of employees. Studies have shown that poor leadership and heartless management are among numerous reasons for low morale among employees in the organizations and recent trends towards organizational downsizing and restructuring have negatively impacted employee morale leading to low organizational productivity and thus organizational transformation must be accompanied with maintaining moral responsibility. In this regard, the researchers explore the emerging aesthetic leadership style on how it might help to foster positive employee morale and found that aesthetic leadership style builds positive work environment which is crucial for employee morale at the workplace. It also creates positive feelings around the organizations by emphasizing on empathy, emotions, ethics, value-based and moral behavior. This paper analyzes the aesthetic leadership style with the implications for future leadership preparation to harness positive employee morale at the workplace and concludes that by considering aesthetic leadership style can boost positive employee morale necessary for enhancing organizational performances.]]> Tue, 03 Oct 2017 17:49:20 GMT /slideshow/how-aesthetic-leadership-style-might-relate-to-employee-morale-at-workplace-an-analytical-study/80418726 joeldangmei@slideshare.net(joeldangmei) HOW AESTHETIC LEADERSHIP STYLE MIGHT RELATE TO EMPLOYEE MORALE AT WORKPLACE? AN ANALYTICAL STUDY joeldangmei Leadership plays an important role in shaping employee morale but organizations are facing the challenges of dealing low morale of employees. Studies have shown that poor leadership and heartless management are among numerous reasons for low morale among employees in the organizations and recent trends towards organizational downsizing and restructuring have negatively impacted employee morale leading to low organizational productivity and thus organizational transformation must be accompanied with maintaining moral responsibility. In this regard, the researchers explore the emerging aesthetic leadership style on how it might help to foster positive employee morale and found that aesthetic leadership style builds positive work environment which is crucial for employee morale at the workplace. It also creates positive feelings around the organizations by emphasizing on empathy, emotions, ethics, value-based and moral behavior. This paper analyzes the aesthetic leadership style with the implications for future leadership preparation to harness positive employee morale at the workplace and concludes that by considering aesthetic leadership style can boost positive employee morale necessary for enhancing organizational performances. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/apjor-171003174920-thumbnail.jpg?width=120&height=120&fit=bounds" /> Leadership plays an important role in shaping employee morale but organizations are facing the challenges of dealing low morale of employees. Studies have shown that poor leadership and heartless management are among numerous reasons for low morale among employees in the organizations and recent trends towards organizational downsizing and restructuring have negatively impacted employee morale leading to low organizational productivity and thus organizational transformation must be accompanied with maintaining moral responsibility. In this regard, the researchers explore the emerging aesthetic leadership style on how it might help to foster positive employee morale and found that aesthetic leadership style builds positive work environment which is crucial for employee morale at the workplace. It also creates positive feelings around the organizations by emphasizing on empathy, emotions, ethics, value-based and moral behavior. This paper analyzes the aesthetic leadership style with the implications for future leadership preparation to harness positive employee morale at the workplace and concludes that by considering aesthetic leadership style can boost positive employee morale necessary for enhancing organizational performances.

HOW AESTHETIC LEADERSHIP STYLE MIGHT RELATE TO EMPLOYEE MORALE AT WORKPLACE? AN ANALYTICAL STUDY from JIANGUANGLUNG DANGMEI

]]> 991 5 https://cdn.slidesharecdn.com/ss_thumbnails/apjor-171003174920-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Embracing Cultural Competence to Reduce Disparities and Inequities in the Public Health Care Services of India /slideshow/embracing-cultural-competence-to-reduce-disparities-and-inequities-in-the-public-health-care-services-of-india/78452035 ajrebm-170801123530
This study focuses on rigorously documented disparities and inequities in the public health care services of India and offered only speculative explanations from their findings. The researchers also explore the background of cultural competence and culturally competent health care frameworks that can take into existing health care programs to reduce disparities and health outcomes for all populations. This paper reveals that there are racial and ethnic disparities in the minority communities of India in the delivery of public health care services. There is a gap on how to remove theses critical problems and no attention have been paid to techniques for reducing them. Several studies demonstrated that cultural competence resulted in increased satisfaction with care, improved abilities to engage in treatment and recovery, reduced readmission rates and reduced mortality in health care. Previous studies also suggested that culturally competent organizations deliver improved quality health outcomes, increased respect and mutual understanding and fewer care disparities among various cultures. Researchers claim that cultural competence is the key strategy for reducing disparities care and inequalities in healthcare access and it is the effective tool to improve the quality and effectiveness of care for diverse cultures. This paper concludes that there is a need for integrating and developing a culturally competent health care in India to reduce disparities and inequity access to quality care in the public health care delivery system.]]>
This study focuses on rigorously documented disparities and inequities in the public health care services of India and offered only speculative explanations from their findings. The researchers also explore the background of cultural competence and culturally competent health care frameworks that can take into existing health care programs to reduce disparities and health outcomes for all populations. This paper reveals that there are racial and ethnic disparities in the minority communities of India in the delivery of public health care services. There is a gap on how to remove theses critical problems and no attention have been paid to techniques for reducing them. Several studies demonstrated that cultural competence resulted in increased satisfaction with care, improved abilities to engage in treatment and recovery, reduced readmission rates and reduced mortality in health care. Previous studies also suggested that culturally competent organizations deliver improved quality health outcomes, increased respect and mutual understanding and fewer care disparities among various cultures. Researchers claim that cultural competence is the key strategy for reducing disparities care and inequalities in healthcare access and it is the effective tool to improve the quality and effectiveness of care for diverse cultures. This paper concludes that there is a need for integrating and developing a culturally competent health care in India to reduce disparities and inequity access to quality care in the public health care delivery system.]]> Tue, 01 Aug 2017 12:35:30 GMT /slideshow/embracing-cultural-competence-to-reduce-disparities-and-inequities-in-the-public-health-care-services-of-india/78452035 joeldangmei@slideshare.net(joeldangmei) Embracing Cultural Competence to Reduce Disparities and Inequities in the Public Health Care Services of India joeldangmei This study focuses on rigorously documented disparities and inequities in the public health care services of India and offered only speculative explanations from their findings. The researchers also explore the background of cultural competence and culturally competent health care frameworks that can take into existing health care programs to reduce disparities and health outcomes for all populations. This paper reveals that there are racial and ethnic disparities in the minority communities of India in the delivery of public health care services. There is a gap on how to remove theses critical problems and no attention have been paid to techniques for reducing them. Several studies demonstrated that cultural competence resulted in increased satisfaction with care, improved abilities to engage in treatment and recovery, reduced readmission rates and reduced mortality in health care. Previous studies also suggested that culturally competent organizations deliver improved quality health outcomes, increased respect and mutual understanding and fewer care disparities among various cultures. Researchers claim that cultural competence is the key strategy for reducing disparities care and inequalities in healthcare access and it is the effective tool to improve the quality and effectiveness of care for diverse cultures. This paper concludes that there is a need for integrating and developing a culturally competent health care in India to reduce disparities and inequity access to quality care in the public health care delivery system. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/ajrebm-170801123530-thumbnail.jpg?width=120&height=120&fit=bounds" /> This study focuses on rigorously documented disparities and inequities in the public health care services of India and offered only speculative explanations from their findings. The researchers also explore the background of cultural competence and culturally competent health care frameworks that can take into existing health care programs to reduce disparities and health outcomes for all populations. This paper reveals that there are racial and ethnic disparities in the minority communities of India in the delivery of public health care services. There is a gap on how to remove theses critical problems and no attention have been paid to techniques for reducing them. Several studies demonstrated that cultural competence resulted in increased satisfaction with care, improved abilities to engage in treatment and recovery, reduced readmission rates and reduced mortality in health care. Previous studies also suggested that culturally competent organizations deliver improved quality health outcomes, increased respect and mutual understanding and fewer care disparities among various cultures. Researchers claim that cultural competence is the key strategy for reducing disparities care and inequalities in healthcare access and it is the effective tool to improve the quality and effectiveness of care for diverse cultures. This paper concludes that there is a need for integrating and developing a culturally competent health care in India to reduce disparities and inequity access to quality care in the public health care delivery system.

Embracing Cultural Competence to Reduce Disparities and Inequities in the Public Health Care Services of India from JIANGUANGLUNG DANGMEI

]]> 189 3 https://cdn.slidesharecdn.com/ss_thumbnails/ajrebm-170801123530-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 SMART HEALTH CARE: AN IDEAL HEALTH CARE SYSTEM FOR SMART VILLAGE BY INTEGRATING ADVANCED TECHNOLOGIES /slideshow/smart-health-care-an-ideal-health-care-system-for-smart-village-by-integrating-advanced-technologies/75683344 abj46mar17-6350-170504171119
The concept behind the “Smart Village” is that technology plays an important role for development rendering to education, power, farming, local business opportunities, improving health care, entrepreneurship, internet connectivity and overall enhancement of rural village dwellers. It is a modern approach for off-grid communities. There are major obstacles for the rural people in accessing the health care services In India. With the wide use of advanced technologies, it can establish a better and smarter health care delivery system as Internet of Things (IoT) is revolutionizing the health care industry by adding up new and advanced technologies to make healthcare efficient, improve access to care, increase care quality and reduce care cost. It will take an important role in delivering health care to people in remote areas by monitoring the health care system through internet connectivity providing emergency notifications and accurate data in real time for better health decisions. It has the potential to bring better health care in reducing mortality rate of the rural areas. The introduction of smart health care will be one the essential strategic approaches to meet the health care services in the rural villages of India. This paper explores the role of the advanced technologies in healthcare delivery taking a close look at the smart health care aspects in the perspective of Smart Village.]]>
The concept behind the “Smart Village” is that technology plays an important role for development rendering to education, power, farming, local business opportunities, improving health care, entrepreneurship, internet connectivity and overall enhancement of rural village dwellers. It is a modern approach for off-grid communities. There are major obstacles for the rural people in accessing the health care services In India. With the wide use of advanced technologies, it can establish a better and smarter health care delivery system as Internet of Things (IoT) is revolutionizing the health care industry by adding up new and advanced technologies to make healthcare efficient, improve access to care, increase care quality and reduce care cost. It will take an important role in delivering health care to people in remote areas by monitoring the health care system through internet connectivity providing emergency notifications and accurate data in real time for better health decisions. It has the potential to bring better health care in reducing mortality rate of the rural areas. The introduction of smart health care will be one the essential strategic approaches to meet the health care services in the rural villages of India. This paper explores the role of the advanced technologies in healthcare delivery taking a close look at the smart health care aspects in the perspective of Smart Village.]]> Thu, 04 May 2017 17:11:19 GMT /slideshow/smart-health-care-an-ideal-health-care-system-for-smart-village-by-integrating-advanced-technologies/75683344 joeldangmei@slideshare.net(joeldangmei) SMART HEALTH CARE: AN IDEAL HEALTH CARE SYSTEM FOR SMART VILLAGE BY INTEGRATING ADVANCED TECHNOLOGIES joeldangmei The concept behind the “Smart Village” is that technology plays an important role for development rendering to education, power, farming, local business opportunities, improving health care, entrepreneurship, internet connectivity and overall enhancement of rural village dwellers. It is a modern approach for off-grid communities. There are major obstacles for the rural people in accessing the health care services In India. With the wide use of advanced technologies, it can establish a better and smarter health care delivery system as Internet of Things (IoT) is revolutionizing the health care industry by adding up new and advanced technologies to make healthcare efficient, improve access to care, increase care quality and reduce care cost. It will take an important role in delivering health care to people in remote areas by monitoring the health care system through internet connectivity providing emergency notifications and accurate data in real time for better health decisions. It has the potential to bring better health care in reducing mortality rate of the rural areas. The introduction of smart health care will be one the essential strategic approaches to meet the health care services in the rural villages of India. This paper explores the role of the advanced technologies in healthcare delivery taking a close look at the smart health care aspects in the perspective of Smart Village. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/abj46mar17-6350-170504171119-thumbnail.jpg?width=120&height=120&fit=bounds" /> The concept behind the “Smart Village” is that technology plays an important role for development rendering to education, power, farming, local business opportunities, improving health care, entrepreneurship, internet connectivity and overall enhancement of rural village dwellers. It is a modern approach for off-grid communities. There are major obstacles for the rural people in accessing the health care services In India. With the wide use of advanced technologies, it can establish a better and smarter health care delivery system as Internet of Things (IoT) is revolutionizing the health care industry by adding up new and advanced technologies to make healthcare efficient, improve access to care, increase care quality and reduce care cost. It will take an important role in delivering health care to people in remote areas by monitoring the health care system through internet connectivity providing emergency notifications and accurate data in real time for better health decisions. It has the potential to bring better health care in reducing mortality rate of the rural areas. The introduction of smart health care will be one the essential strategic approaches to meet the health care services in the rural villages of India. This paper explores the role of the advanced technologies in healthcare delivery taking a close look at the smart health care aspects in the perspective of Smart Village.

SMART HEALTH CARE: AN IDEAL HEALTH CARE SYSTEM FOR SMART VILLAGE BY INTEGRATING ADVANCED TECHNOLOGIES from JIANGUANGLUNG DANGMEI

]]> 691 10 https://cdn.slidesharecdn.com/ss_thumbnails/abj46mar17-6350-170504171119-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 People Capability Maturity Model (P-CMM) Facing the Key HR Challenges of MSME in India: A Theoretical Approach /slideshow/people-capability-maturity-model-pcmm-facing-the-key-hr-challenges-of-msme-in-india-a-theoretical-approach-75468373/75468373 3ajm822017-170427134933
Micro Small and Medium Enterprises (MSME) have a significant role in the growth of Indian economy and contribute to generating employment especially in the rural areas. But, the performances of the MSME in the globalization period have not been satisfactory as the number of sick MSME is increasing year by year. The MSME in India now face a tough competition from large industries and are not adequately equipped to compete with the global players. There are many challenges in the MSME of India and HR practices are one of the major problems. Many industries claimed that the P-CMM is a strategy for transforming an organization in the modern era by improving workforce practices progressively. Therefore, this paper specifically tries to enlighten the important of P-CMM and its relevant applications to solve the HR problems faced by the MSME of India.]]>
Micro Small and Medium Enterprises (MSME) have a significant role in the growth of Indian economy and contribute to generating employment especially in the rural areas. But, the performances of the MSME in the globalization period have not been satisfactory as the number of sick MSME is increasing year by year. The MSME in India now face a tough competition from large industries and are not adequately equipped to compete with the global players. There are many challenges in the MSME of India and HR practices are one of the major problems. Many industries claimed that the P-CMM is a strategy for transforming an organization in the modern era by improving workforce practices progressively. Therefore, this paper specifically tries to enlighten the important of P-CMM and its relevant applications to solve the HR problems faced by the MSME of India.]]> Thu, 27 Apr 2017 13:49:33 GMT /slideshow/people-capability-maturity-model-pcmm-facing-the-key-hr-challenges-of-msme-in-india-a-theoretical-approach-75468373/75468373 joeldangmei@slideshare.net(joeldangmei) People Capability Maturity Model (P-CMM) Facing the Key HR Challenges of MSME in India: A Theoretical Approach joeldangmei Micro Small and Medium Enterprises (MSME) have a significant role in the growth of Indian economy and contribute to generating employment especially in the rural areas. But, the performances of the MSME in the globalization period have not been satisfactory as the number of sick MSME is increasing year by year. The MSME in India now face a tough competition from large industries and are not adequately equipped to compete with the global players. There are many challenges in the MSME of India and HR practices are one of the major problems. Many industries claimed that the P-CMM is a strategy for transforming an organization in the modern era by improving workforce practices progressively. Therefore, this paper specifically tries to enlighten the important of P-CMM and its relevant applications to solve the HR problems faced by the MSME of India. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/3ajm822017-170427134933-thumbnail.jpg?width=120&height=120&fit=bounds" /> Micro Small and Medium Enterprises (MSME) have a significant role in the growth of Indian economy and contribute to generating employment especially in the rural areas. But, the performances of the MSME in the globalization period have not been satisfactory as the number of sick MSME is increasing year by year. The MSME in India now face a tough competition from large industries and are not adequately equipped to compete with the global players. There are many challenges in the MSME of India and HR practices are one of the major problems. Many industries claimed that the P-CMM is a strategy for transforming an organization in the modern era by improving workforce practices progressively. Therefore, this paper specifically tries to enlighten the important of P-CMM and its relevant applications to solve the HR problems faced by the MSME of India.

People Capability Maturity Model (P-CMM) Facing the Key HR Challenges of MSME in India: A Theoretical Approach from JIANGUANGLUNG DANGMEI

]]> 427 4 https://cdn.slidesharecdn.com/ss_thumbnails/3ajm822017-170427134933-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Organizational aesthetics and its implications for managing human resources at workplace /slideshow/organizational-aesthetics-and-its-implications-for-managing-human-resources-at-workplace/72905945 organizationalaestheticsanditsimplicationsformanaginghumanresourcesatworkplace-170307152753
Abstract Organizational aesthetics was stimulated due to the growing awareness of human issues by relating to feelings, intuition and thoughts in the organizations as aesthetics approach acknowledges them to be important aspects of organizational life. Today people yearn for wholeness and meaning in everyday life. Therefore, organizations of the 21st century require a new perspective on organizational research as people use more than rationality and intellectual to make decisions. Aesthetics refer to sensory knowledge and felt meaning of objects and experiences. By understanding the organizations through the aesthetics approach, researchers might find solutions to the problems that cannot be comprehensively and objectively stated in the organizations. In this regard, this paper explores the important aesthetics aspects of organizational life and its implications for managing human resources effectively at the workplace. Five hypotheses are being established for further study to add insights in the field of human resource management by tapping into the aesthetics dimension of organizational life.]]>
Abstract Organizational aesthetics was stimulated due to the growing awareness of human issues by relating to feelings, intuition and thoughts in the organizations as aesthetics approach acknowledges them to be important aspects of organizational life. Today people yearn for wholeness and meaning in everyday life. Therefore, organizations of the 21st century require a new perspective on organizational research as people use more than rationality and intellectual to make decisions. Aesthetics refer to sensory knowledge and felt meaning of objects and experiences. By understanding the organizations through the aesthetics approach, researchers might find solutions to the problems that cannot be comprehensively and objectively stated in the organizations. In this regard, this paper explores the important aesthetics aspects of organizational life and its implications for managing human resources effectively at the workplace. Five hypotheses are being established for further study to add insights in the field of human resource management by tapping into the aesthetics dimension of organizational life.]]> Tue, 07 Mar 2017 15:27:53 GMT /slideshow/organizational-aesthetics-and-its-implications-for-managing-human-resources-at-workplace/72905945 joeldangmei@slideshare.net(joeldangmei) Organizational aesthetics and its implications for managing human resources at workplace joeldangmei Abstract Organizational aesthetics was stimulated due to the growing awareness of human issues by relating to feelings, intuition and thoughts in the organizations as aesthetics approach acknowledges them to be important aspects of organizational life. Today people yearn for wholeness and meaning in everyday life. Therefore, organizations of the 21st century require a new perspective on organizational research as people use more than rationality and intellectual to make decisions. Aesthetics refer to sensory knowledge and felt meaning of objects and experiences. By understanding the organizations through the aesthetics approach, researchers might find solutions to the problems that cannot be comprehensively and objectively stated in the organizations. In this regard, this paper explores the important aesthetics aspects of organizational life and its implications for managing human resources effectively at the workplace. Five hypotheses are being established for further study to add insights in the field of human resource management by tapping into the aesthetics dimension of organizational life. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/organizationalaestheticsanditsimplicationsformanaginghumanresourcesatworkplace-170307152753-thumbnail.jpg?width=120&height=120&fit=bounds" /> Abstract Organizational aesthetics was stimulated due to the growing awareness of human issues by relating to feelings, intuition and thoughts in the organizations as aesthetics approach acknowledges them to be important aspects of organizational life. Today people yearn for wholeness and meaning in everyday life. Therefore, organizations of the 21st century require a new perspective on organizational research as people use more than rationality and intellectual to make decisions. Aesthetics refer to sensory knowledge and felt meaning of objects and experiences. By understanding the organizations through the aesthetics approach, researchers might find solutions to the problems that cannot be comprehensively and objectively stated in the organizations. In this regard, this paper explores the important aesthetics aspects of organizational life and its implications for managing human resources effectively at the workplace. Five hypotheses are being established for further study to add insights in the field of human resource management by tapping into the aesthetics dimension of organizational life.

Organizational aesthetics and its implications for managing human resources at workplace from JIANGUANGLUNG DANGMEI

]]> 368 5 https://cdn.slidesharecdn.com/ss_thumbnails/organizationalaestheticsanditsimplicationsformanaginghumanresourcesatworkplace-170307152753-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 BUILDING TRUST IN A VIRTUAL TEAM: A CONCEPTUAL FRAMEWORK /slideshow/building-trust-in-a-virtual-team-a-conceptual-framework/69546562 buildingtrustinavirtualteam-aconceptualframework-161126112622
Abstract There has been a tremendous increase of technology - mediated working environment leading to the formation of virtual teams due to the globalization and it requires a new leadership approach in making them succeed. E-leadership has been recognized as relevant to lead the virtual team. It is claimed that trust is one of the factors vital to the formation of a successful virtual team. It is also suggested that building and maintaining trust may be one of the most important factors leading to virtual team success. However, building trust in a virtual team is a major challenge as team members do not have face-to-face interaction. Thus, it becomes the sole responsibility of the e-leader in the virtual team to build a trusting relationship between the team members without which the virtual relationship will not succeed. This paper explores the current knowledge about the factors that build trust deemed as critical in virtual team effectiveness and proposed a framework for building trust in the virtual team. This paper is a reflection for e-leadership in understanding how e-leaders can build trust in virtual teams that will enhance the performances of virtual teams in the virtual work environment.]]>
Abstract There has been a tremendous increase of technology - mediated working environment leading to the formation of virtual teams due to the globalization and it requires a new leadership approach in making them succeed. E-leadership has been recognized as relevant to lead the virtual team. It is claimed that trust is one of the factors vital to the formation of a successful virtual team. It is also suggested that building and maintaining trust may be one of the most important factors leading to virtual team success. However, building trust in a virtual team is a major challenge as team members do not have face-to-face interaction. Thus, it becomes the sole responsibility of the e-leader in the virtual team to build a trusting relationship between the team members without which the virtual relationship will not succeed. This paper explores the current knowledge about the factors that build trust deemed as critical in virtual team effectiveness and proposed a framework for building trust in the virtual team. This paper is a reflection for e-leadership in understanding how e-leaders can build trust in virtual teams that will enhance the performances of virtual teams in the virtual work environment.]]> Sat, 26 Nov 2016 11:26:22 GMT /slideshow/building-trust-in-a-virtual-team-a-conceptual-framework/69546562 joeldangmei@slideshare.net(joeldangmei) BUILDING TRUST IN A VIRTUAL TEAM: A CONCEPTUAL FRAMEWORK joeldangmei Abstract There has been a tremendous increase of technology - mediated working environment leading to the formation of virtual teams due to the globalization and it requires a new leadership approach in making them succeed. E-leadership has been recognized as relevant to lead the virtual team. It is claimed that trust is one of the factors vital to the formation of a successful virtual team. It is also suggested that building and maintaining trust may be one of the most important factors leading to virtual team success. However, building trust in a virtual team is a major challenge as team members do not have face-to-face interaction. Thus, it becomes the sole responsibility of the e-leader in the virtual team to build a trusting relationship between the team members without which the virtual relationship will not succeed. This paper explores the current knowledge about the factors that build trust deemed as critical in virtual team effectiveness and proposed a framework for building trust in the virtual team. This paper is a reflection for e-leadership in understanding how e-leaders can build trust in virtual teams that will enhance the performances of virtual teams in the virtual work environment. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/buildingtrustinavirtualteam-aconceptualframework-161126112622-thumbnail.jpg?width=120&height=120&fit=bounds" /> Abstract There has been a tremendous increase of technology - mediated working environment leading to the formation of virtual teams due to the globalization and it requires a new leadership approach in making them succeed. E-leadership has been recognized as relevant to lead the virtual team. It is claimed that trust is one of the factors vital to the formation of a successful virtual team. It is also suggested that building and maintaining trust may be one of the most important factors leading to virtual team success. However, building trust in a virtual team is a major challenge as team members do not have face-to-face interaction. Thus, it becomes the sole responsibility of the e-leader in the virtual team to build a trusting relationship between the team members without which the virtual relationship will not succeed. This paper explores the current knowledge about the factors that build trust deemed as critical in virtual team effectiveness and proposed a framework for building trust in the virtual team. This paper is a reflection for e-leadership in understanding how e-leaders can build trust in virtual teams that will enhance the performances of virtual teams in the virtual work environment.

BUILDING TRUST IN A VIRTUAL TEAM: A CONCEPTUAL FRAMEWORK from JIANGUANGLUNG DANGMEI

]]> 654 4 https://cdn.slidesharecdn.com/ss_thumbnails/buildingtrustinavirtualteam-aconceptualframework-161126112622-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Social entrepreneurship and social networks for sustainable rural development in india /slideshow/social-entrepreneurship-and-social-networks-for-sustainable-rural-development-in-india/67403593 socialentrepreneurshipandsocialnetworksforsustainableruraldevelopmentinindia-161019113501
Social entrepreneurship has emerged in recent years given its importance for societal development and increasing today’s economy. To some extents, institutions have failed to resolve the social problems and needs of the rural areas. In this regard, social entrepreneurship gives a new groundwork for the socio-economic development of the rural people in India. It is high time to adopt it as the alternative solutions to the problems faced by the rural people. Until now there has been less inclusive attempt to specify the extent of social entrepreneurship to the rural populated areas and it demands a new development approach to identify the methods to encourage social innovations both at local and regional levels. Therefore, this paper aims to start filling this gap by exploring the implications of social entrepreneurship and social networks that could better enable sustainable rural development. This paper also argued that social entrepreneurship is the distinct approach to achieve sustainable rural development and suggestions are given for ensuring a successful social entrepreneurship in India.]]>
Social entrepreneurship has emerged in recent years given its importance for societal development and increasing today’s economy. To some extents, institutions have failed to resolve the social problems and needs of the rural areas. In this regard, social entrepreneurship gives a new groundwork for the socio-economic development of the rural people in India. It is high time to adopt it as the alternative solutions to the problems faced by the rural people. Until now there has been less inclusive attempt to specify the extent of social entrepreneurship to the rural populated areas and it demands a new development approach to identify the methods to encourage social innovations both at local and regional levels. Therefore, this paper aims to start filling this gap by exploring the implications of social entrepreneurship and social networks that could better enable sustainable rural development. This paper also argued that social entrepreneurship is the distinct approach to achieve sustainable rural development and suggestions are given for ensuring a successful social entrepreneurship in India.]]> Wed, 19 Oct 2016 11:35:01 GMT /slideshow/social-entrepreneurship-and-social-networks-for-sustainable-rural-development-in-india/67403593 joeldangmei@slideshare.net(joeldangmei) Social entrepreneurship and social networks for sustainable rural development in india joeldangmei Social entrepreneurship has emerged in recent years given its importance for societal development and increasing today’s economy. To some extents, institutions have failed to resolve the social problems and needs of the rural areas. In this regard, social entrepreneurship gives a new groundwork for the socio-economic development of the rural people in India. It is high time to adopt it as the alternative solutions to the problems faced by the rural people. Until now there has been less inclusive attempt to specify the extent of social entrepreneurship to the rural populated areas and it demands a new development approach to identify the methods to encourage social innovations both at local and regional levels. Therefore, this paper aims to start filling this gap by exploring the implications of social entrepreneurship and social networks that could better enable sustainable rural development. This paper also argued that social entrepreneurship is the distinct approach to achieve sustainable rural development and suggestions are given for ensuring a successful social entrepreneurship in India. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/socialentrepreneurshipandsocialnetworksforsustainableruraldevelopmentinindia-161019113501-thumbnail.jpg?width=120&height=120&fit=bounds" /> Social entrepreneurship has emerged in recent years given its importance for societal development and increasing today’s economy. To some extents, institutions have failed to resolve the social problems and needs of the rural areas. In this regard, social entrepreneurship gives a new groundwork for the socio-economic development of the rural people in India. It is high time to adopt it as the alternative solutions to the problems faced by the rural people. Until now there has been less inclusive attempt to specify the extent of social entrepreneurship to the rural populated areas and it demands a new development approach to identify the methods to encourage social innovations both at local and regional levels. Therefore, this paper aims to start filling this gap by exploring the implications of social entrepreneurship and social networks that could better enable sustainable rural development. This paper also argued that social entrepreneurship is the distinct approach to achieve sustainable rural development and suggestions are given for ensuring a successful social entrepreneurship in India.

Social entrepreneurship and social networks for sustainable rural development in india from JIANGUANGLUNG DANGMEI

]]> 245 6 https://cdn.slidesharecdn.com/ss_thumbnails/socialentrepreneurshipandsocialnetworksforsustainableruraldevelopmentinindia-161019113501-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Cultural Intelligence: Bridging the Cultural Differences in the Emerging Markets /slideshow/cultural-intelligence-bridging-the-cultural-differences-in-the-emerging-markets/65980276 culturalintelligence-160913152229
In the emerging markets, cross border management has become a big challenge among the organizations. Researchers have suggested that a high IQ and emotional intelligence may not be sufficient to successfully handle the global situations, interaction and complexity tasks for an organization due to diversity in cultures. As organizations rely on the emerging markets for revenue growth and expansion, they need to familiarize with different cultures and need to communicate well with other cultures. If these cultural differences are not well managed, misunderstanding and conflict may rise in the business across the world and organizations could be at risk if management fails to deal with the cultural difference. Fortunately, researchers have recognized that cultural intelligence is a critical factor to overcome the challenges of cultural differences. The realities of contemporary organizations demonstrated that cultural intelligence has vital implications for individuals and organizations in the globalization as cultural diversities require organizations to interact with people from a variety of backgrounds. When the cultural diversity is handled properly by incorporating cultural intelligence in the organizations, it will be a competitive advantage for the organizations. Organizations operating in the cross border business now need to incorporate cultural intelligence to overcome the challenges of cultural differences in the emerging markets.]]>
In the emerging markets, cross border management has become a big challenge among the organizations. Researchers have suggested that a high IQ and emotional intelligence may not be sufficient to successfully handle the global situations, interaction and complexity tasks for an organization due to diversity in cultures. As organizations rely on the emerging markets for revenue growth and expansion, they need to familiarize with different cultures and need to communicate well with other cultures. If these cultural differences are not well managed, misunderstanding and conflict may rise in the business across the world and organizations could be at risk if management fails to deal with the cultural difference. Fortunately, researchers have recognized that cultural intelligence is a critical factor to overcome the challenges of cultural differences. The realities of contemporary organizations demonstrated that cultural intelligence has vital implications for individuals and organizations in the globalization as cultural diversities require organizations to interact with people from a variety of backgrounds. When the cultural diversity is handled properly by incorporating cultural intelligence in the organizations, it will be a competitive advantage for the organizations. Organizations operating in the cross border business now need to incorporate cultural intelligence to overcome the challenges of cultural differences in the emerging markets.]]> Tue, 13 Sep 2016 15:22:29 GMT /slideshow/cultural-intelligence-bridging-the-cultural-differences-in-the-emerging-markets/65980276 joeldangmei@slideshare.net(joeldangmei) Cultural Intelligence: Bridging the Cultural Differences in the Emerging Markets joeldangmei In the emerging markets, cross border management has become a big challenge among the organizations. Researchers have suggested that a high IQ and emotional intelligence may not be sufficient to successfully handle the global situations, interaction and complexity tasks for an organization due to diversity in cultures. As organizations rely on the emerging markets for revenue growth and expansion, they need to familiarize with different cultures and need to communicate well with other cultures. If these cultural differences are not well managed, misunderstanding and conflict may rise in the business across the world and organizations could be at risk if management fails to deal with the cultural difference. Fortunately, researchers have recognized that cultural intelligence is a critical factor to overcome the challenges of cultural differences. The realities of contemporary organizations demonstrated that cultural intelligence has vital implications for individuals and organizations in the globalization as cultural diversities require organizations to interact with people from a variety of backgrounds. When the cultural diversity is handled properly by incorporating cultural intelligence in the organizations, it will be a competitive advantage for the organizations. Organizations operating in the cross border business now need to incorporate cultural intelligence to overcome the challenges of cultural differences in the emerging markets. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/culturalintelligence-160913152229-thumbnail.jpg?width=120&height=120&fit=bounds" /> In the emerging markets, cross border management has become a big challenge among the organizations. Researchers have suggested that a high IQ and emotional intelligence may not be sufficient to successfully handle the global situations, interaction and complexity tasks for an organization due to diversity in cultures. As organizations rely on the emerging markets for revenue growth and expansion, they need to familiarize with different cultures and need to communicate well with other cultures. If these cultural differences are not well managed, misunderstanding and conflict may rise in the business across the world and organizations could be at risk if management fails to deal with the cultural difference. Fortunately, researchers have recognized that cultural intelligence is a critical factor to overcome the challenges of cultural differences. The realities of contemporary organizations demonstrated that cultural intelligence has vital implications for individuals and organizations in the globalization as cultural diversities require organizations to interact with people from a variety of backgrounds. When the cultural diversity is handled properly by incorporating cultural intelligence in the organizations, it will be a competitive advantage for the organizations. Organizations operating in the cross border business now need to incorporate cultural intelligence to overcome the challenges of cultural differences in the emerging markets.

Cultural Intelligence: Bridging the Cultural Differences in the Emerging Markets from JIANGUANGLUNG DANGMEI

]]> 371 6 https://cdn.slidesharecdn.com/ss_thumbnails/culturalintelligence-160913152229-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 INVESTIGATING THE SIGNIFICANCE OF EMOTIONAL INTELLIGENCE IN ENTREPRENEURIAL SKILLS: A REVIEW OF EMPIRICAL LITERATURE /slideshow/investigating-the-significance-of-emotional-intelligence-in-entrepreneurial-skills-a-review-of-empirical-literature/65889342 paper6ijmraug2016-160910152559
Abstract The concept of emotional intelligence has acquired the attention of the researchers for enhancing entrepreneurial success in the survival of the entrepreneurial ventures for quite sometimes, but researchers further explore why some entrepreneurial ventures are more successful in their business than others. Entrepreneurs are often challenged to deploy a set of skills to succeed in their entrepreneurial endeavors on daily basis and in this regard, emotional intelligence is embraced as the crucial factor contributing to entrepreneurial skills towards successful entrepreneurs. It is interesting to find that there are substantial empirical evidences which demonstrated the significance of emotional intelligence contributing to the essential skills of entrepreneurs. This paper investigates on the previous empirical studies conducted on the emotional intelligence and tries to throw light in its importance in the context of entrepreneurial skills that contribute to successful business. ]]>
Abstract The concept of emotional intelligence has acquired the attention of the researchers for enhancing entrepreneurial success in the survival of the entrepreneurial ventures for quite sometimes, but researchers further explore why some entrepreneurial ventures are more successful in their business than others. Entrepreneurs are often challenged to deploy a set of skills to succeed in their entrepreneurial endeavors on daily basis and in this regard, emotional intelligence is embraced as the crucial factor contributing to entrepreneurial skills towards successful entrepreneurs. It is interesting to find that there are substantial empirical evidences which demonstrated the significance of emotional intelligence contributing to the essential skills of entrepreneurs. This paper investigates on the previous empirical studies conducted on the emotional intelligence and tries to throw light in its importance in the context of entrepreneurial skills that contribute to successful business. ]]> Sat, 10 Sep 2016 15:25:58 GMT /slideshow/investigating-the-significance-of-emotional-intelligence-in-entrepreneurial-skills-a-review-of-empirical-literature/65889342 joeldangmei@slideshare.net(joeldangmei) INVESTIGATING THE SIGNIFICANCE OF EMOTIONAL INTELLIGENCE IN ENTREPRENEURIAL SKILLS: A REVIEW OF EMPIRICAL LITERATURE joeldangmei Abstract The concept of emotional intelligence has acquired the attention of the researchers for enhancing entrepreneurial success in the survival of the entrepreneurial ventures for quite sometimes, but researchers further explore why some entrepreneurial ventures are more successful in their business than others. Entrepreneurs are often challenged to deploy a set of skills to succeed in their entrepreneurial endeavors on daily basis and in this regard, emotional intelligence is embraced as the crucial factor contributing to entrepreneurial skills towards successful entrepreneurs. It is interesting to find that there are substantial empirical evidences which demonstrated the significance of emotional intelligence contributing to the essential skills of entrepreneurs. This paper investigates on the previous empirical studies conducted on the emotional intelligence and tries to throw light in its importance in the context of entrepreneurial skills that contribute to successful business. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/paper6ijmraug2016-160910152559-thumbnail.jpg?width=120&height=120&fit=bounds" /> Abstract The concept of emotional intelligence has acquired the attention of the researchers for enhancing entrepreneurial success in the survival of the entrepreneurial ventures for quite sometimes, but researchers further explore why some entrepreneurial ventures are more successful in their business than others. Entrepreneurs are often challenged to deploy a set of skills to succeed in their entrepreneurial endeavors on daily basis and in this regard, emotional intelligence is embraced as the crucial factor contributing to entrepreneurial skills towards successful entrepreneurs. It is interesting to find that there are substantial empirical evidences which demonstrated the significance of emotional intelligence contributing to the essential skills of entrepreneurs. This paper investigates on the previous empirical studies conducted on the emotional intelligence and tries to throw light in its importance in the context of entrepreneurial skills that contribute to successful business.

INVESTIGATING THE SIGNIFICANCE OF EMOTIONAL INTELLIGENCE IN ENTREPRENEURIAL SKILLS: A REVIEW OF EMPIRICAL LITERATURE from JIANGUANGLUNG DANGMEI

]]> 422 8 https://cdn.slidesharecdn.com/ss_thumbnails/paper6ijmraug2016-160910152559-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 "TRIBAL TALENT MANAGEMENT: A NEW PERSPECTIVE FOR TRIBAL PEOPLE" /slideshow/tribal-talent-management-a-new-perspectice-for-tribal-people/64430708 ijmss8july5263-160727102222
TRIBAL TALENT MANAGEMENT: A NEW PERSPECTIVE FOR TRIBAL PEOPLE Jianguanglung Dangmei Research Scholar, Department of Business Management (DoBM) Indira Gandhi National Tribal University (IGNTU), Amarkantak - 484886 (M.P)- Abstract Talent management strategy and programs for the tribal people has not been well established until today and many indigenous knowledge and practices are at risk of becoming extinct because of rapid changing natural environments on a global scale. Tribal Talent Management is the concept that will enable the tribal people to positively position their talents to succeed in a highly competitive marketplace. This will also recognize the contributions and various roles of tribal people. Taking these factors into consideration, an integrated approach to talent management and tribal indigenous knowledge & practices will offer a pathway toward outstanding results in sustaining the livelihood of tribal people. This should be the ideal strategy to implement a talent management system as a means of optimizing the performances of tribal people in aligned with various facets of the tribal culture, traditions, customs and their skills which have been gained over time. It is to recognize the strategic growth of the tribal people with the focus on the talent management. This paper calls for attention to the need of developing more complete strategic HRM that accounts for analysis with respect to talent management of the tribal people. Keywords: Tribal Talent Management; Tribal People; Indigenous Knowledge and Practices; Performances; Strategic HRM; Competitive Marketplace.]]>
TRIBAL TALENT MANAGEMENT: A NEW PERSPECTIVE FOR TRIBAL PEOPLE Jianguanglung Dangmei Research Scholar, Department of Business Management (DoBM) Indira Gandhi National Tribal University (IGNTU), Amarkantak - 484886 (M.P)- Abstract Talent management strategy and programs for the tribal people has not been well established until today and many indigenous knowledge and practices are at risk of becoming extinct because of rapid changing natural environments on a global scale. Tribal Talent Management is the concept that will enable the tribal people to positively position their talents to succeed in a highly competitive marketplace. This will also recognize the contributions and various roles of tribal people. Taking these factors into consideration, an integrated approach to talent management and tribal indigenous knowledge & practices will offer a pathway toward outstanding results in sustaining the livelihood of tribal people. This should be the ideal strategy to implement a talent management system as a means of optimizing the performances of tribal people in aligned with various facets of the tribal culture, traditions, customs and their skills which have been gained over time. It is to recognize the strategic growth of the tribal people with the focus on the talent management. This paper calls for attention to the need of developing more complete strategic HRM that accounts for analysis with respect to talent management of the tribal people. Keywords: Tribal Talent Management; Tribal People; Indigenous Knowledge and Practices; Performances; Strategic HRM; Competitive Marketplace.]]> Wed, 27 Jul 2016 10:22:22 GMT /slideshow/tribal-talent-management-a-new-perspectice-for-tribal-people/64430708 joeldangmei@slideshare.net(joeldangmei) "TRIBAL TALENT MANAGEMENT: A NEW PERSPECTIVE FOR TRIBAL PEOPLE" joeldangmei TRIBAL TALENT MANAGEMENT: A NEW PERSPECTIVE FOR TRIBAL PEOPLE Jianguanglung Dangmei Research Scholar, Department of Business Management (DoBM) Indira Gandhi National Tribal University (IGNTU), Amarkantak - 484886 (M.P)- Abstract Talent management strategy and programs for the tribal people has not been well established until today and many indigenous knowledge and practices are at risk of becoming extinct because of rapid changing natural environments on a global scale. Tribal Talent Management is the concept that will enable the tribal people to positively position their talents to succeed in a highly competitive marketplace. This will also recognize the contributions and various roles of tribal people. Taking these factors into consideration, an integrated approach to talent management and tribal indigenous knowledge & practices will offer a pathway toward outstanding results in sustaining the livelihood of tribal people. This should be the ideal strategy to implement a talent management system as a means of optimizing the performances of tribal people in aligned with various facets of the tribal culture, traditions, customs and their skills which have been gained over time. It is to recognize the strategic growth of the tribal people with the focus on the talent management. This paper calls for attention to the need of developing more complete strategic HRM that accounts for analysis with respect to talent management of the tribal people. Keywords: Tribal Talent Management; Tribal People; Indigenous Knowledge and Practices; Performances; Strategic HRM; Competitive Marketplace. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/ijmss8july5263-160727102222-thumbnail.jpg?width=120&height=120&fit=bounds" /> TRIBAL TALENT MANAGEMENT: A NEW PERSPECTIVE FOR TRIBAL PEOPLE Jianguanglung Dangmei Research Scholar, Department of Business Management (DoBM) Indira Gandhi National Tribal University (IGNTU), Amarkantak - 484886 (M.P)- Abstract Talent management strategy and programs for the tribal people has not been well established until today and many indigenous knowledge and practices are at risk of becoming extinct because of rapid changing natural environments on a global scale. Tribal Talent Management is the concept that will enable the tribal people to positively position their talents to succeed in a highly competitive marketplace. This will also recognize the contributions and various roles of tribal people. Taking these factors into consideration, an integrated approach to talent management and tribal indigenous knowledge & practices will offer a pathway toward outstanding results in sustaining the livelihood of tribal people. This should be the ideal strategy to implement a talent management system as a means of optimizing the performances of tribal people in aligned with various facets of the tribal culture, traditions, customs and their skills which have been gained over time. It is to recognize the strategic growth of the tribal people with the focus on the talent management. This paper calls for attention to the need of developing more complete strategic HRM that accounts for analysis with respect to talent management of the tribal people. Keywords: Tribal Talent Management; Tribal People; Indigenous Knowledge and Practices; Performances; Strategic HRM; Competitive Marketplace.

"TRIBAL TALENT MANAGEMENT: A NEW PERSPECTIVE FOR TRIBAL PEOPLE" from JIANGUANGLUNG DANGMEI

]]> 238 2 https://cdn.slidesharecdn.com/ss_thumbnails/ijmss8july5263-160727102222-thumbnail.jpg?width=120&height=120&fit=bounds document Black http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEALTH CARE OF INDIA /slideshow/acquiring-employee-engagement-to-achieve-high-quality-of-care-in-primary-health-care-of-india/63180672 ijmss23may4899-160617154022
Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.]]>
Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.]]> Fri, 17 Jun 2016 15:40:22 GMT /slideshow/acquiring-employee-engagement-to-achieve-high-quality-of-care-in-primary-health-care-of-india/63180672 joeldangmei@slideshare.net(joeldangmei) ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEALTH CARE OF INDIA joeldangmei Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/ijmss23may4899-160617154022-thumbnail.jpg?width=120&height=120&fit=bounds" /> Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.

ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEALTH CARE OF INDIA from JIANGUANGLUNG DANGMEI

]]> 331 7 https://cdn.slidesharecdn.com/ss_thumbnails/ijmss23may4899-160617154022-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 “PSYCHOLOGICAL CONTRACT:WHY SHOULD EMPLOYERS CARE ABOUT IT IN THE 21st CENTURY?” /slideshow/psychological-contractwhy-should-employers-care-about-it-in-the-21st-century/62980764 ijmssrr-psychologicalcontract-160612164231
Abstract Globalization and rapid technological development have led many organizations to change the management style following mergers and acquisition, reshuffling and downsizing of the organizations. It has been suggested that these organizational changes alter the nature of the psychological contract often leading to violation of psychological contract which are associated with negative impacts on organizations and restricting to organizational growth. There is a crucial need for a proper understanding of the psychological contract and intense exploration in the organizations following the rapid changes in the business environment as the contents of the psychological contracts also changes over time from organization to organization. This paper attempts to cast light on the need for constant renegotiation of the psychological contract in the 21st century so that organizations should review the content of the psychological contract in organizations so as to harness its benefits in the contemporary business. Key Words: Psychological Contract, Organizational Changes, Violation of Psychological Contract, Organizational Growth.]]>
Abstract Globalization and rapid technological development have led many organizations to change the management style following mergers and acquisition, reshuffling and downsizing of the organizations. It has been suggested that these organizational changes alter the nature of the psychological contract often leading to violation of psychological contract which are associated with negative impacts on organizations and restricting to organizational growth. There is a crucial need for a proper understanding of the psychological contract and intense exploration in the organizations following the rapid changes in the business environment as the contents of the psychological contracts also changes over time from organization to organization. This paper attempts to cast light on the need for constant renegotiation of the psychological contract in the 21st century so that organizations should review the content of the psychological contract in organizations so as to harness its benefits in the contemporary business. Key Words: Psychological Contract, Organizational Changes, Violation of Psychological Contract, Organizational Growth.]]> Sun, 12 Jun 2016 16:42:31 GMT /slideshow/psychological-contractwhy-should-employers-care-about-it-in-the-21st-century/62980764 joeldangmei@slideshare.net(joeldangmei) “PSYCHOLOGICAL CONTRACT:WHY SHOULD EMPLOYERS CARE ABOUT IT IN THE 21st CENTURY?” joeldangmei Abstract Globalization and rapid technological development have led many organizations to change the management style following mergers and acquisition, reshuffling and downsizing of the organizations. It has been suggested that these organizational changes alter the nature of the psychological contract often leading to violation of psychological contract which are associated with negative impacts on organizations and restricting to organizational growth. There is a crucial need for a proper understanding of the psychological contract and intense exploration in the organizations following the rapid changes in the business environment as the contents of the psychological contracts also changes over time from organization to organization. This paper attempts to cast light on the need for constant renegotiation of the psychological contract in the 21st century so that organizations should review the content of the psychological contract in organizations so as to harness its benefits in the contemporary business. Key Words: Psychological Contract, Organizational Changes, Violation of Psychological Contract, Organizational Growth. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/ijmssrr-psychologicalcontract-160612164231-thumbnail.jpg?width=120&height=120&fit=bounds" /> Abstract Globalization and rapid technological development have led many organizations to change the management style following mergers and acquisition, reshuffling and downsizing of the organizations. It has been suggested that these organizational changes alter the nature of the psychological contract often leading to violation of psychological contract which are associated with negative impacts on organizations and restricting to organizational growth. There is a crucial need for a proper understanding of the psychological contract and intense exploration in the organizations following the rapid changes in the business environment as the contents of the psychological contracts also changes over time from organization to organization. This paper attempts to cast light on the need for constant renegotiation of the psychological contract in the 21st century so that organizations should review the content of the psychological contract in organizations so as to harness its benefits in the contemporary business. Key Words: Psychological Contract, Organizational Changes, Violation of Psychological Contract, Organizational Growth.

“PSYCHOLOGICAL CONTRACT:WHY SHOULD EMPLOYERS CARE ABOUT IT IN THE 21st CENTURY?” from JIANGUANGLUNG DANGMEI

]]> 405 9 https://cdn.slidesharecdn.com/ss_thumbnails/ijmssrr-psychologicalcontract-160612164231-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Employee Enagagement : An Inevitable Factor To Organizational Success in The Contemporary Business /slideshow/employee-enagagement-an-inevitable-factor-to-organizational-success-in-the-contemporary-business/62630327 june2016146476702029-160601191850
Abstract In the changing business environment due to competition and managing changes, organizations face difficulties to maintain organizational success. However, the employee engagement is a concept which if implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and organization can make a huge difference for the growth and survival of the organization. Almost all of the companies now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success as employee engagement is highly associated with organizational performances. It is essential to understand employee engagement as engaged employees who are fully involved and committed to their works are willing to go the extra mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement to ensure organizational success in the contemporary business.]]>
Abstract In the changing business environment due to competition and managing changes, organizations face difficulties to maintain organizational success. However, the employee engagement is a concept which if implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and organization can make a huge difference for the growth and survival of the organization. Almost all of the companies now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success as employee engagement is highly associated with organizational performances. It is essential to understand employee engagement as engaged employees who are fully involved and committed to their works are willing to go the extra mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement to ensure organizational success in the contemporary business.]]> Wed, 01 Jun 2016 19:18:50 GMT /slideshow/employee-enagagement-an-inevitable-factor-to-organizational-success-in-the-contemporary-business/62630327 joeldangmei@slideshare.net(joeldangmei) Employee Enagagement : An Inevitable Factor To Organizational Success in The Contemporary Business joeldangmei Abstract In the changing business environment due to competition and managing changes, organizations face difficulties to maintain organizational success. However, the employee engagement is a concept which if implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and organization can make a huge difference for the growth and survival of the organization. Almost all of the companies now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success as employee engagement is highly associated with organizational performances. It is essential to understand employee engagement as engaged employees who are fully involved and committed to their works are willing to go the extra mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement to ensure organizational success in the contemporary business. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/june2016146476702029-160601191850-thumbnail.jpg?width=120&height=120&fit=bounds" /> Abstract In the changing business environment due to competition and managing changes, organizations face difficulties to maintain organizational success. However, the employee engagement is a concept which if implemented properly can make a lot of difference in the organization. Employee engagement is defined as the positive attitude of an employee towards the organization and its value which exert to greater discretionary effort to ensure organizational success and sustainability. It is a simple fact that the engagement of employees towards their work and organization can make a huge difference for the growth and survival of the organization. Almost all of the companies now explore the possibilities for adopting employee engagement as a strategy for organizational growth and success as employee engagement is highly associated with organizational performances. It is essential to understand employee engagement as engaged employees who are fully involved and committed to their works are willing to go the extra mile for their organization to ensure its success. This paper attempts to throw light on the nature of employee engagement to ensure organizational success in the contemporary business.

Employee Enagagement : An Inevitable Factor To Organizational Success in The Contemporary Business from JIANGUANGLUNG DANGMEI

]]> 163 4 https://cdn.slidesharecdn.com/ss_thumbnails/june2016146476702029-160601191850-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Understanding the Generation Z: The Future Workforce /slideshow/understanding-the-generation-z-the-future-workforce/61527044 understanding-the-generation-z-the-future-workforce-160430084555
Abstract Generation Z is born and raised with the social web, they are digital centric and technology is their identity. This generation will be entering in the companies in the coming years but little is known of this generation about their characteristics, needs, attributes and work style. They seem to have different attitudes towards work then the previous generations. Without proper understanding of this generation, organizations will find difficulties to hire and retain them for the sustainable growth of the organizations. By understanding them, the companies can determine what can impact their recruitment and retention success through paying attention to what this generation tick in the workplace. This paper examines the characteristics and preferences of the Generation Z from the existing literature so that organizations can foresee and build work place suitable for them which in turn will impact the organizational performances. Keywords: Generation Z, Characteristics, Preferences, Workplace.]]>
Abstract Generation Z is born and raised with the social web, they are digital centric and technology is their identity. This generation will be entering in the companies in the coming years but little is known of this generation about their characteristics, needs, attributes and work style. They seem to have different attitudes towards work then the previous generations. Without proper understanding of this generation, organizations will find difficulties to hire and retain them for the sustainable growth of the organizations. By understanding them, the companies can determine what can impact their recruitment and retention success through paying attention to what this generation tick in the workplace. This paper examines the characteristics and preferences of the Generation Z from the existing literature so that organizations can foresee and build work place suitable for them which in turn will impact the organizational performances. Keywords: Generation Z, Characteristics, Preferences, Workplace.]]> Sat, 30 Apr 2016 08:45:55 GMT /slideshow/understanding-the-generation-z-the-future-workforce/61527044 joeldangmei@slideshare.net(joeldangmei) Understanding the Generation Z: The Future Workforce joeldangmei Abstract Generation Z is born and raised with the social web, they are digital centric and technology is their identity. This generation will be entering in the companies in the coming years but little is known of this generation about their characteristics, needs, attributes and work style. They seem to have different attitudes towards work then the previous generations. Without proper understanding of this generation, organizations will find difficulties to hire and retain them for the sustainable growth of the organizations. By understanding them, the companies can determine what can impact their recruitment and retention success through paying attention to what this generation tick in the workplace. This paper examines the characteristics and preferences of the Generation Z from the existing literature so that organizations can foresee and build work place suitable for them which in turn will impact the organizational performances. Keywords: Generation Z, Characteristics, Preferences, Workplace. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/understanding-the-generation-z-the-future-workforce-160430084555-thumbnail.jpg?width=120&height=120&fit=bounds" /> Abstract Generation Z is born and raised with the social web, they are digital centric and technology is their identity. This generation will be entering in the companies in the coming years but little is known of this generation about their characteristics, needs, attributes and work style. They seem to have different attitudes towards work then the previous generations. Without proper understanding of this generation, organizations will find difficulties to hire and retain them for the sustainable growth of the organizations. By understanding them, the companies can determine what can impact their recruitment and retention success through paying attention to what this generation tick in the workplace. This paper examines the characteristics and preferences of the Generation Z from the existing literature so that organizations can foresee and build work place suitable for them which in turn will impact the organizational performances. Keywords: Generation Z, Characteristics, Preferences, Workplace.

Understanding the Generation Z: The Future Workforce from JIANGUANGLUNG DANGMEI

]]> 1140 9 https://cdn.slidesharecdn.com/ss_thumbnails/understanding-the-generation-z-the-future-workforce-160430084555-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 Green HRM:" Can It Preserve The Habitations of Tribal People?" /slideshow/green-hrm-can-it-preserve-the-habitations-of-tribal-people-59493283/59493283 greenhrm-canitpreservethehabitationsoftribalpeople-160313175325
Green HRM is the use of HRM policies to promote the sustainable use of resources within organizational businesses and more generally promotes the cause of environmental sustainability. The range of these activities is perceived highly relevant and the range of possible green human resource interventions is much wider. There is an increasing growing need of integrating environment management system into Human Resource Management (HRM) i.e., Green HRM practices of how corporations can develop human resource policies for promoting environment management initiatives on the impacts of mining and industrialization. This paper examines the nature and implications of Green HRM initiatives and its practices towards environmental sustainability which could in turn benefit the livelihood of tribal people. An attempt is made to promote the importance of Green HRM and tries to link its implications on preserving the habitations of the tribal populated areas.]]>
Green HRM is the use of HRM policies to promote the sustainable use of resources within organizational businesses and more generally promotes the cause of environmental sustainability. The range of these activities is perceived highly relevant and the range of possible green human resource interventions is much wider. There is an increasing growing need of integrating environment management system into Human Resource Management (HRM) i.e., Green HRM practices of how corporations can develop human resource policies for promoting environment management initiatives on the impacts of mining and industrialization. This paper examines the nature and implications of Green HRM initiatives and its practices towards environmental sustainability which could in turn benefit the livelihood of tribal people. An attempt is made to promote the importance of Green HRM and tries to link its implications on preserving the habitations of the tribal populated areas.]]> Sun, 13 Mar 2016 17:53:25 GMT /slideshow/green-hrm-can-it-preserve-the-habitations-of-tribal-people-59493283/59493283 joeldangmei@slideshare.net(joeldangmei) Green HRM:" Can It Preserve The Habitations of Tribal People?" joeldangmei Green HRM is the use of HRM policies to promote the sustainable use of resources within organizational businesses and more generally promotes the cause of environmental sustainability. The range of these activities is perceived highly relevant and the range of possible green human resource interventions is much wider. There is an increasing growing need of integrating environment management system into Human Resource Management (HRM) i.e., Green HRM practices of how corporations can develop human resource policies for promoting environment management initiatives on the impacts of mining and industrialization. This paper examines the nature and implications of Green HRM initiatives and its practices towards environmental sustainability which could in turn benefit the livelihood of tribal people. An attempt is made to promote the importance of Green HRM and tries to link its implications on preserving the habitations of the tribal populated areas. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/greenhrm-canitpreservethehabitationsoftribalpeople-160313175325-thumbnail.jpg?width=120&height=120&fit=bounds" /> Green HRM is the use of HRM policies to promote the sustainable use of resources within organizational businesses and more generally promotes the cause of environmental sustainability. The range of these activities is perceived highly relevant and the range of possible green human resource interventions is much wider. There is an increasing growing need of integrating environment management system into Human Resource Management (HRM) i.e., Green HRM practices of how corporations can develop human resource policies for promoting environment management initiatives on the impacts of mining and industrialization. This paper examines the nature and implications of Green HRM initiatives and its practices towards environmental sustainability which could in turn benefit the livelihood of tribal people. An attempt is made to promote the importance of Green HRM and tries to link its implications on preserving the habitations of the tribal populated areas.

Green HRM:" Can It Preserve The Habitations of Tribal People?" from JIANGUANGLUNG DANGMEI

]]> 575 7 https://cdn.slidesharecdn.com/ss_thumbnails/greenhrm-canitpreservethehabitationsoftribalpeople-160313175325-thumbnail.jpg?width=120&height=120&fit=bounds document 000000 http://activitystrea.ms/schema/1.0/post

http://activitystrea.ms/schema/1.0/posted

0 https://cdn.slidesharecdn.com/profile-photo-joeldangmei-48x48.jpg?cb=1534447491 https://cdn.slidesharecdn.com/ss_thumbnails/apjor-171003174920-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/how-aesthetic-leadership-style-might-relate-to-employee-morale-at-workplace-an-analytical-study/80418726 HOW AESTHETIC LEADERSH... https://cdn.slidesharecdn.com/ss_thumbnails/ajrebm-170801123530-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/embracing-cultural-competence-to-reduce-disparities-and-inequities-in-the-public-health-care-services-of-india/78452035 Embracing Cultural Com... https://cdn.slidesharecdn.com/ss_thumbnails/abj46mar17-6350-170504171119-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/smart-health-care-an-ideal-health-care-system-for-smart-village-by-integrating-advanced-technologies/75683344 SMART HEALTH CARE: AN ...