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Download PDF by Roderic Gray (Auth.): A Climate of Success. Creating the right organizational

By Roderic Gray (Auth.)

ISBN-10: 0080492568

ISBN-13: 9780080492568

ISBN-10: 0750683686

ISBN-13: 9780750683685

"How does it think to paintings here?"--The significance of an organization's weather is critical to its success.

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Cynics will not be surprised that the evidence for the overpayment effect is rather mixed. Adams’ own experiments showed that hourly paid systems did produce the predicted results, and piece-rate systems did produce better quality for overpayment but didn’t 34 Theoretical foundations produce greater quantity. He interpreted this as a means of redressing the inequity by giving better value. Kanfer (1990) remarks that ‘studies of overpayment inequity . . provide mixed support for Adams’ theory (which) predicts an increase in performance under conditions of perceived overpayment’ but the effects of underpayment have been ‘found to be broadly consistent with Adams’ model’, that is, people who feel they are underpaid by comparison with certain others do typically decrease the quality/ quantity of their output.

The underlying reason for this is almost certainly increased stress levels arising from a variety of work-related factors. In a recent ‘poll of over 3000 people’ (Skillsoft, 2006) ‘a staggering 97 per cent of people working in IT claim to find their life at work stressful on a daily basis’ and several other professions were not far behind. Workload was the most frequently cited stressor. This didn’t include ‘having to take on other people’s work’, which was listed as a separate category. ‘Feeling undervalued’ was the second most common stressor.

When dealing with people’s feelings, perceptions and responses, the ‘objectivity (which) is a goal of traditional research . . , 1993). The alternative approach is known as qualitative, or sometimes phenomenological, research. This aims to develop ‘understanding (of) a social or human problem’ through a process which is ‘based on building a complex, holistic picture, formed with words, reporting detailed views of informants’ (Creswell, 1994). It’s suggested that this kind of approach is more ‘useful for hearing data and understanding meaning in context’ than positivism which ‘denies the significance of context and standardizes questions and responses, so that there is little room for individual voices’ (Rubin and Rubin, 1995).

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A Climate of Success. Creating the right organizational climate for high performance by Roderic Gray (Auth.)

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