Bücher von Talil Abrhiem

El Dr. Talil Abrhiem, que ha trabajado físicamente en estas organizaciones durante más de seis años, ha realizado un estudio académico real centrado en los comportamientos de gestión para comprender y explicar los fenómenos de las actuaciones de gestión y las interacciones humanas en el lugar de trabajo. Se trata de una investigación cualitativa que utiliza el enfoque fenomenológico. El problema aborda la falta de capacidad para comprender la importancia del enfoque del empleado necesario para el éxito. En este enfoque inductivo, seis empresas de éxito cuentan historias a través de entrevistas en profundidad que se desarrollan en conceptos y temas. Los datos se codifican y analizan mediante análisis de contenido. Las conclusiones de la investigación indican la presencia de cuatro principios esenciales de los empleados: Sentirse poco respetado, directivos poco inspiradores, lugar de trabajo inadecuado y falta de formación.Los estudios sugieren nuevas formas de facilitar el desarrollo de la gestión, la tutoría y la formación. El esfuerzo de triangulación de este investigador (Dr. Talil Abrhiem) se centra en el uso adicional de entrevistas en el estudio piloto para garantizar la validación del estudio.

Este é um estudo de investigação académica real que se centra nos comportamentos de gestão do Dr. Talil Abrhiem, que trabalhou fisicamente nesta organização durante mais de seis anos para compreender e explicar os fenómenos dos desempenhos de gestão com interacções humanas no local de trabalho. Trata-se de um estudo de investigação qualitativa que utiliza a abordagem fenomenológica. O problema prende-se com a falta de capacidade para compreender a importância da abordagem do trabalhador necessária para o sucesso. Nesta abordagem indutiva, seis empresas de sucesso contam histórias através de entrevistas aprofundadas que se desenvolvem em conceitos e temas. Os dados são codificados e analisados através da análise de conteúdo. Os resultados da investigação indicam a presença de quatro princípios essenciais dos trabalhadores: Sentir-se desrespeitado, gestores pouco inspiradores, local de trabalho inadequado e falta de formação.Os estudos sugerem novas formas de facilitar, orientar a gestão e desenvolver a formação. O esforço de triangulação deste investigador (Dr. Talil Abrhiem) centra-se na utilização adicional de entrevistas no estudo-piloto para garantir a validação do estudo.

Dies ist eine aktuelle wissenschaftliche Forschungsstudie, die sich auf das Managementverhalten von Dr. Talil Abrhiem konzentriert, der über sechs Jahre lang in diesen Organisationen gearbeitet hat, um die Phänomene der Managementleistungen mit menschlichen Interaktionen am Arbeitsplatz zu verstehen und zu erklären. Es handelt sich um eine qualitative Studie, die den phänomenologischen Ansatz verwendet. Das Problem ist die mangelnde Fähigkeit, die Bedeutung der für den Erfolg erforderlichen Einstellung der Mitarbeiter zu verstehen. Bei diesem induktiven Ansatz erzählen sechs erfolgreiche Unternehmen in ausführlichen Interviews ihre Geschichten, die sich zu Konzepten und Themen entwickeln. Die Daten werden kodiert und mit Hilfe der Inhaltsanalyse ausgewertet. Die Forschungsergebnisse deuten auf das Vorhandensein von vier wesentlichen Grundsätzen der Mitarbeiter hin: Das Gefühl, nicht respektiert zu werden, uninspirierende Manager, ein unangemessener Arbeitsplatz und mangelnde Schulung.Die Studien schlagen neue Wege der Förderung, des Mentoring-Managements und der Schulungsentwicklung vor. Die Triangulationsbemühungen des Forschers (Dr. Talil Abrhiem) konzentrieren sich auf die zusätzliche Verwendung von Interviews in der Pilotstudie, um die Validierung der Studie sicherzustellen.

Talil Abrhiem, qui a travaillé physiquement dans ces organisations pendant plus de six ans, afin de comprendre et d'expliquer le phénomène des performances managériales et des interactions humaines sur le lieu de travail. Il s'agit d'une étude qualitative utilisant l'approche phénoménologique. Le problème concerne le manque de capacité à comprendre l'importance de l'approche de l'employé nécessaire à la réussite. Dans cette approche inductive, six entreprises prospères racontent des histoires par le biais d'entretiens approfondis qui se transforment en concepts et en thèmes. Les données sont codées et analysées à l'aide d'une analyse de contenu. Les résultats de la recherche indiquent la présence de quatre principes essentiels pour les employés : Le sentiment de ne pas être respecté, des managers peu inspirants, un lieu de travail inadéquat et le manque de formation.Les études suggèrent de nouvelles méthodes de facilitation, de mentorat, de gestion et de développement de la formation. L'effort de triangulation de ce chercheur (Dr. Talil Abrhiem) se concentre sur l'utilisation supplémentaire d'entretiens dans l'étude pilote afin d'assurer la validation de l'étude.

Si tratta di una ricerca scientifica sui comportamenti manageriali condotta dal dottor Talil Abrhiem, che ha lavorato fisicamente in queste organizzazioni per oltre sei anni per comprendere e spiegare i fenomeni delle performance manageriali e delle interazioni umane sul posto di lavoro. Si tratta di uno studio qualitativo che utilizza l'approccio fenomenologico. Il problema riguarda la mancanza di capacità di comprendere l'importanza dell'approccio dei dipendenti necessario per il successo. In questo approccio induttivo, sei aziende di successo raccontano storie attraverso interviste approfondite che si sviluppano in concetti e temi. I dati vengono codificati e analizzati utilizzando l'analisi del contenuto. I risultati della ricerca indicano la presenza di quattro principi essenziali per i dipendenti: Sentirsi non rispettati, manager non stimolanti, luogo di lavoro inadeguato e mancanza di formazione.Gli studi suggeriscono nuove modalità di facilitazione, mentoring, gestione e formazione per lo sviluppo. Lo sforzo di triangolazione di questo ricercatore (Dr. Talil Abrhiem) si concentra sull'uso aggiuntivo di interviste nello studio pilota per garantire la validazione dello studio.

This is an actual scholarly research study focused on Management behaviors by Dr. Talil Abrhiem who physically worked in this organization over six years to understand and explain the phenomena of management performances with human interactions at workplace. It is a qualitative study research using the phenomenological approach. The problem addresses the lack of ability to comprehend the importance of the employee¿s approach required for success. In this inductive approach, six successful business tell stories through in-depth interviews that develop into concepts and themes. The data is coded and analyzed using content analysis. The research findings indicate the presence of four essential employees¿ principles: Feeling disrespected, Uninspiring managers, inadequate workplace, and lack of training.Studies suggest new ways of facilitating, mentoring management and training development. Triangulating effort by this researcher (Dr. Talil Abrhiem) focuses on the additional use of interviews in the pilot study to ensure validation of the study.

Culture is critically vital as you begin to integrate the acquired corporation into your own. Once you are changing the working dynamics and culture of an organization, it's all about doing this in the right way that is the most beneficial. The urgency of globalization requires people decisions to become more challenging. The demand for talented employees is high and the supply is limited, which means soon countries will be struggling for talented people. For that reason, both organizational and professional success is important when making great people decisions. Many believe a company¿s success stems from a great strategy, impeccable marketing, and flawless operations, but researchers have recently learned that people are the primary drivers of success. It¿s also important to consider that a flourishing company in today¿s economy heavily relies on human assets. This book will reshape managers (District, Regional, and Executive) vision to differentiate a product by innovation; excellent customer¿s that give the company a competitive advantage over its rivals.

The art of organizational learning perspective focuses on building the capabilities of an organization to give its members the ability to deal with change. A number of authors have focused on the importance of building core competencies or capabilities within the firm. Capabilities refer to what a firm is able to do or needs to do to accomplish its strategy. The focus on capabilities clarifies how strategies can be put into practice. To accomplish a strategy, a firm requires a series of capabilities. Effective managers and professional in all occupations have to become skilled in the art of ¿reading¿ the situations they are attempting to organize or manage. This skill usually develops as an intuitive process, learned through experience and natural ability. The benefit of this book is to evaluate business leadership process related to the principles and practices of various types of organizations.

This study will discuss and analyzes the foundation of employment law and how it impacts the employer-employee relationship. Topics covered include the selection, development and termination of employees; maintaining policies that support diversity; and employee pay and benefit packages. Managers will develop an appreciation for the legal process and how organizations can manage risk. Managers without basic knowledge of employment contracts, discrimination law, wage/hour/leave regulations, and workplace privacy will find themselves at a distinct disadvantage in these employment relationships. Comparing the plethora of topics requiring coverage with the limited time devoted to employment law during a typical academic term, other important employment subjects such as negotiation and collective bargaining.

The power of a positive culture is the key to a modern management. Cultures can make teams more effective by setting team goals and managing how team members are selected, trained, and compensated. Team goals provide a clear focus and purpose, reduce the incidence of social loafing, and lead to higher team performance. Corporate cultures vary regarding their emphasis on performance management. Some cultures are based on entitlement, meaning that adequate performance and stability dominate the organization and there is little connect to performance and rewards. Performance-driven cultures focus on corporate values, results, information sharing, and performance appraisal systems that link compensation and development.