... than November 29, 2002. Rating officials are to discuss summary ratings with their employees
and assist in developing Individual Development Plans (IDPs).
Each employee should be given a copy of their completed EPPRR for Fiscal Year 2002, and the
original should be sent to the attention of Virginia ...
Spiral of Silence
... • This is because opinions supported by
influential media are overestimated
HR Policies And Practices”
... All factors impacting a decision should be considered prior to making the decision. If an
employee is about to leave for substantially more money the organization should consider the
probable impact of matching the pay offer on the employee, on co-workers and on the
organization. But counter offers ...
pp_chapter15 - Homework Market
... • Managers must be able to empower their employees
• The more levels of supervision that separate a
decision maker and the person affected by it, the
worse will be the outcome
• Effective employee involvement requires mutual trust
between managers and employees
• An organization that can achieve eff ...
article how to respond to request for a pay raise or
... over more qualified individuals. Therefore there
must be more to credibility than mere
performance. I believe that, in most companies,
competent performance accounts for only 50
percent of the decision of whether or not to
promote an individual.
The second element of credibility is Image. It’s
one t ...
Hiring and escalation bias in subjective performance - IAE-CSIC
... to as “irrational escalation of commitment”, is a term frequently used in psychology, sociology, and ﬁnance to refer to a
situation in which people who have initially made a decision that may be rational, follow it up with an irrational one in
order to justify the initial decision and thus make them ...
Employee silence refers to situations where employees withhold information that might be useful to the organization of which they are a part, whether intentionally or unintentionally. This can happen if employees do not speak up to a supervisor or manager.Within organizations people often have to make decisions about whether to speak up or remain silent - whether to share or withhold their ideas, opinions, and concerns ... [The problem is that] in many cases, they choose the safe response of silence, withholding input that could be valuable to others or thoughts that they wish they could express.— Frances J. Milliken and Elizabeth Wolfe Morrison, Shades of Silence: Emerging Themes and Future Directions for Research on Silence in OrganizationsThis means the situation is not going to change for the better anytime soon. Employee silence does not only occur between management and employees, it also occurs during conflict among employees, and as a result of organizational decisions. This silence keeps managers from receiving information that may help to improve the organization.