Studies in Humanities
Damavandi Afsoon
Abstract
In this new millennium, organizations across the globe still raise many issues of human relations. Some issues include racism, sexual orientation, workplace violence, interpersonal conflict, etc. Many of the scientific fields of interest to theorists have studied these problems. One of the most recent ...
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In this new millennium, organizations across the globe still raise many issues of human relations. Some issues include racism, sexual orientation, workplace violence, interpersonal conflict, etc. Many of the scientific fields of interest to theorists have studied these problems. One of the most recent organizational issues that has paid a lot of attention to attracted a lack of work or the same indignity and incivility at work. Civility at the workplace has been less noticeable investigating incivility, such a negative impact. The behavior of employees on the basis of efficiency, productivity, and productivity is reduced by time. Despite the increasing research, it has been shown that incivility is a problem in today's organizations. In this regard, 22 managers of public organization were interviewed as semi-structured method and analyzed in three stages of open, axial, and selective coding. This analysis led to the formation of 164 concepts, 17 categories, and 8 propositions that comprise the final model of research based on the Strauss and Corbin (1990) model of paradigm. The results indicate that organizational civility as a central issue and in interaction with cultural and value drivers (causal conditions), organizational support (interventional conditions), orbital planning (background or context), individual and organizational actions (strategies of action), and organizational productivity (outcomes). The interaction of these factors is shown in the final model of the research. In the end, based on this model, suggestions are given for processing the concept of organizational civility in public sector.
Sarah Sadat Vatankhah Ardestani; Seyed Mehdi Pourkiaei
Volume 3, Issue 2 , April 2014, , Pages 103-110
Abstract
People are always concerned about selecting and building careers that meet their aspirations and needs. Career planning process involves both individual and organization responsibility. Thus, every organization has an obligation to utilize its employee’s abilities to the fullest and to give them ...
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People are always concerned about selecting and building careers that meet their aspirations and needs. Career planning process involves both individual and organization responsibility. Thus, every organization has an obligation to utilize its employee’s abilities to the fullest and to give them a chance to grow and to realize their full potential for the development of successful career1. On the other hand the individuals must also identify their aspirations and abilities, and through assessment and counseling to understand their needs of training and development. Thus, career planning and development has been given increased emphasis in different organization. This paper has tried to evaluate the career planning policy, as an activity which plays an increasingly representative role in the human resources management. The career planning of the employees is essential for the organizational growth, effective utilization of available human resources and for the optimum productivity. The rationale of this study was to assess the career planning policy which is used by public sector in India to arouse its employees to perform better. In the present paper sample of 129 Class I, Class II and Class III employees working in different offices of New India Assurance Company on the basis of convenience sampling technique were taken to draw the responses and elicit the results.