The Experts below are selected from a list of 114 Experts worldwide ranked by ideXlab platform
Ramazan Jahandari - One of the best experts on this subject based on the ideXlab platform.
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the organizational climate of kerman shahid bahonar university its comparison with the desired organizational climate from the viewpoints of the Personnel Staff of the university
Public Personnel Management, 2005Co-Authors: Hamid Reza Alavi, Ramazan JahandariAbstract:The aim of this research is to survey the organizational climate of Kerman Shahid Bahonar University and compare it with the desired organizational climate from the point of view of the university Staff. The questions of the research are: 1. Is the relationship among the Staff friendly? 2. Does the Staff perform their delegated duties with high spirit? 3. Are the conditions in a way not to disturb the Staff and not to make problems? 4. Is the managers' behavior with the Staff supportive and friendly? 5. Is the Staff interested in their occupations? 6. Do managers and Staff behave formally with each other? 7. Is the managers' work method taken as good examples? 8. Do the managers direct the Staff ignoring the Staffs' ideas? The statistical samples that were chosen randomly include 262 employees out of 820 employed Staff of Shahid Bahonar University. In order to get research aims, information and data were gathered using the Survey Research method and through the descriptive organizational climate questionnaire. However, only 218 questionnaires were applicable. For analyzing the data, descriptive and inferential statistics tables, T-Test, ANOVA, and Wilcoxon were used. The results show that organizational climate of Shahid Bahonar University is similar to the closed System of Andrew W. Halpin and Don B. Croft, two scholars in organizational climate who were of those who designed a questionnaire regarding the organizational climate, and is far behind the desired organizational climate of the Staff. * Key Words: Organizational Climate, Halpin and Croft model, Kerman Shahid Bahonar University Each organization has its definite and relatively stable culture, manners, values, norms and procedures. This culture or character that permits us to differentiate one organization from another is called organizational climate. (1) The organizational climate refers to all the inner conditions of the organization. In other words, the organizational climate consists of a set of characteristics observed by the Personnel. It describes an organization, differentiates an organization from others, is relatively constant in passing of time, and the individuals are affected and guided by it. (2) Some of the characteristics of the organizational climate which are obtained through diverse researches are as follows: * The extent of the individual independence given to the Personnel * The extent of determining the communicational goals, rules and procedures by the supervisors for the subordinates. * The rewarded (encouraged) behaviors by the organization and the kinds of the suggested rewards. * The consideration, intimacy and support of the subordinates by the supervisors. * The extent of conflict and its method of administration. (3) According to the structural approach, different aspects of organization such as the organization size, the extent of centralization in decision making, the number of levels in the hierarchy, the nature of technology and the scope that determines the behavioral policies, are effective in determining and forming the diverse organizational climates. In other words, according to this approach, the organizational structure plays a basic role in the formation of the organizational climate independent of the perceptions of the Personnel. In the perceptual approach the organizational climate is dependent on the perceptions of the Personnel. And these perceptions are affected by the external and internal factors. In this approach the individual understands the organizational situations and then creates an abstract or psychological sample of the "climate." In the "interactional" approach, the organizational climate is the product of the interaction of the Personnel and the organizational situations. This approach, considers the organizational climate as the product of the personality characteristics and the structural elements of the organization. …
Hamid Reza Alavi - One of the best experts on this subject based on the ideXlab platform.
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the organizational climate of kerman shahid bahonar university its comparison with the desired organizational climate from the viewpoints of the Personnel Staff of the university
Public Personnel Management, 2005Co-Authors: Hamid Reza Alavi, Ramazan JahandariAbstract:The aim of this research is to survey the organizational climate of Kerman Shahid Bahonar University and compare it with the desired organizational climate from the point of view of the university Staff. The questions of the research are: 1. Is the relationship among the Staff friendly? 2. Does the Staff perform their delegated duties with high spirit? 3. Are the conditions in a way not to disturb the Staff and not to make problems? 4. Is the managers' behavior with the Staff supportive and friendly? 5. Is the Staff interested in their occupations? 6. Do managers and Staff behave formally with each other? 7. Is the managers' work method taken as good examples? 8. Do the managers direct the Staff ignoring the Staffs' ideas? The statistical samples that were chosen randomly include 262 employees out of 820 employed Staff of Shahid Bahonar University. In order to get research aims, information and data were gathered using the Survey Research method and through the descriptive organizational climate questionnaire. However, only 218 questionnaires were applicable. For analyzing the data, descriptive and inferential statistics tables, T-Test, ANOVA, and Wilcoxon were used. The results show that organizational climate of Shahid Bahonar University is similar to the closed System of Andrew W. Halpin and Don B. Croft, two scholars in organizational climate who were of those who designed a questionnaire regarding the organizational climate, and is far behind the desired organizational climate of the Staff. * Key Words: Organizational Climate, Halpin and Croft model, Kerman Shahid Bahonar University Each organization has its definite and relatively stable culture, manners, values, norms and procedures. This culture or character that permits us to differentiate one organization from another is called organizational climate. (1) The organizational climate refers to all the inner conditions of the organization. In other words, the organizational climate consists of a set of characteristics observed by the Personnel. It describes an organization, differentiates an organization from others, is relatively constant in passing of time, and the individuals are affected and guided by it. (2) Some of the characteristics of the organizational climate which are obtained through diverse researches are as follows: * The extent of the individual independence given to the Personnel * The extent of determining the communicational goals, rules and procedures by the supervisors for the subordinates. * The rewarded (encouraged) behaviors by the organization and the kinds of the suggested rewards. * The consideration, intimacy and support of the subordinates by the supervisors. * The extent of conflict and its method of administration. (3) According to the structural approach, different aspects of organization such as the organization size, the extent of centralization in decision making, the number of levels in the hierarchy, the nature of technology and the scope that determines the behavioral policies, are effective in determining and forming the diverse organizational climates. In other words, according to this approach, the organizational structure plays a basic role in the formation of the organizational climate independent of the perceptions of the Personnel. In the perceptual approach the organizational climate is dependent on the perceptions of the Personnel. And these perceptions are affected by the external and internal factors. In this approach the individual understands the organizational situations and then creates an abstract or psychological sample of the "climate." In the "interactional" approach, the organizational climate is the product of the interaction of the Personnel and the organizational situations. This approach, considers the organizational climate as the product of the personality characteristics and the structural elements of the organization. …
Xu Sheng-ji - One of the best experts on this subject based on the ideXlab platform.
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Research on Job Satisfaction of Personnel Staff in Fujian Province College and University
Journal of Putian University, 2020Co-Authors: Xu Sheng-jiAbstract:This thesis carries on preliminary research on job satisfaction of college and university Personnel Staff in Fujian province.Job satisfaction level is higher in senior title Personnel Staff than intermediate and primary title Personnel Staff.Job satisfaction level of Personnel Staff is higher in ordinary university and career academy than key university.There is significant difference between sex in same college and university on promotion and further education.The difference is not prominent between sex in same college and university on job satisfaction level.College and university managers should pay more attention to training Personnel Staff to promote sustainable development in career of Personnel Staff.
Kate Kemp Powell - One of the best experts on this subject based on the ideXlab platform.
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Serving children and adolescents in the school: Can social work meet the challenge?
Child and Adolescent Social Work Journal, 1996Co-Authors: Marlys Staudt, Kate Kemp PowellAbstract:Educators recognize that social, personal, and environmental conditions can interfere with childrens' learning. As a result, educational reforms have emphasized family support services and the provision of social and related services at or near the school. However, the entry of agency based social workers into the school has not sufficiently taken into account the role of pupil Personnel Staff, including school social workers. Findings from a state study that examined the population served and services provided by school social workers are discussed in light of the implications they have for collaboration between school and agency social workers working within the school.
Mary A. Gentry - One of the best experts on this subject based on the ideXlab platform.
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Beyond Training: Supporting Teachers of Deaf Students with Additional Disabilities in the Classroom: A Qualitative Case Study
Journal of Curriculum and Teaching, 2020Co-Authors: Millicent M. Musyoka, Mary A. GentryAbstract:This study investigated teachers’ perceptions of the nature of support, or lack thereof, while teaching deaf students with additional disabilities (DSAD). A total of forty teachers, from five schools in four states in the United States, participated in the study. A content analysis of written responses to four open-ended questions, using a questionnaire survey was conducted. As a result, six themes emerged from the study, including (i) resources, (ii) managerial support, (iii) Personnel Staff services, (iv) team support, (v) mentoring, and (vi) professional development. Implications of the findings related to school administrators and preparation programs for educational leadership were discussed.