Employee Discipline - Science topic

Please provide any insights you have regarding the ethical leadership influence the ethical behavior of employees within HRM practices.

If you are a leader of a particular institution, do you think that women's employees are more daring than men to admit their mistakes while working?

I'm currently trying to find out that our perception about the millennial generation (Gen Y) is that they are overly exposed to social media and look for ways of connecting with people even when at the workplace, does this perception of them hold true in terms of their workplace behavior? And what are the behavioral differences across different generations at the workplace?

Trying to ensure the success and growth of the organisation by applying new methods of performance appraisal. Can anyone help me in that context?

Appreciate your kind guidance. I want to measure PBC , and the subject is employee turnover intention. still very confusing about PBC scale.all research has different scales and , those with high reliability in one research show low in other. which scale is better?  

According to self-determination theory (Deci & Ryan) external regulation behaviors are performed to satisfy an external demand or obtain an externally imposed reward contingency. Individuals typically experience externally regulated behavior as controlled or alienated. This contrasts with intrinsic motivation which is defined as the doing of an activity for its inherent satisfactions rather than for some separable consequence. When intrinsically motivated a person is moved to act for the fun or challenge entailed rather than because of external prods, pressures, or rewards.

I am measuring the "performance of employees" in terms of "productivity".

What other factors can be used for this purpose?

Thank you

There are many reasons for employees to resist change such as uncertainty, poor communications, lack of trust, poor participation etc. On the other hand there are many strategies recommends for leaders to use in order to reduce or manage that resistance and one of them is communication specifically internal communication. Which theory you think will help to look for it and to be the base of such a research?

Hi everyone

pinder and harlos(2001)introduced two types of silence:

1. employee acquiescence and  2. employee quiescence.

Based on this model, Which test can measure their attitudes about the staff of organizational silence؟

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Character education has been an issues for a century and been reinforced by the Indonesian MOE. It comes up with degradation of moral value and character. I've been doing research by creating a framework for assessment and give a score of students' character in elementary students. The purpose is to map students with special needs and proportionally distribute those students in parallel levels, no class will have more special needs students. It works, and helps out the teacher give an objective assessment. I'm trying to build one for higher education that will be linked the characters such as soft skills that are needed by the industry, such as communication, discipline, trustworthiness, caring and teamwork. This will be called the student's character index and it will come up as another transcript like GPA. This will try to assure lectures also map a student's character not only academically.

Problems arise when trying to figure out how you can objectify something that is usually as subjective as character. I need your opinions and suggestions on this topic in order to broaden my views and enrich my research.

In the scenario of employees not receiving the information of the section manager and attending the workshop through the authority of the overall boss, which has caused the conflict between the employee and the section manager of the organization.

Educators are happened to be more sensitive than any other professionals, the feelings of teachers have greater influence on their performance.

Compulsion to wear uniforms is generally not liked by the employees, this is especially true in manufacturing organizations, as it curbs employees' freedom. In your opinion, does it serve any purpose? How in your view will employees see such a compulsion?

I am currently working on employee underperformance in the construction industry.

Employee engagement integrated with customer services .