Provide a model for determining the factors affecting the world-class manufacturing (WCM) based on core competencies of organizations

Eskandari, Meysam Jafari; Miri, Meysam; Khanaki, Zahra

doi:10.5958/2249-7307.2015.00043.2

Cited by 2 publications

(2 citation statements)

References 2 publications

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“…Exchange members, on the other hand, are passive and try only to preserve the status quo, concentrating emphasis on the lowest level of employee needs, looking at jobs, discovering job mistakes and failures, and practicing discipline to improve positive attitudes and achieve higher performance rates. This form of leader uses extrinsic motivators and tangible incentives to motivate their partners and use punishment by chance to make them obey orders (Eskandari et al, 2015). Such qualities of leadership can contribute to multiple outcomes, including work satisfaction and POS (Jahani et al, 2019).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach

Khattak

Awan

Hafizullah

2020

GSSR

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In today vibrant business environment, retaining a talented employee is a big challenge faced by organizations. We explore certain factors that might support organizations to retain their best employees. In the current research, we empirically examine the direct and indirect relationship of mentoring and strategic leadership to stay of Gen Y workers in the pharma industry in Pakistan. Affective commitment and Perceived organizational support were used as possible mediators. Through a cross-sectional research design, using the survey method, we received 248 responses from employees working in the pharma industry. Results revealed that both mentoring and strategic leadership have significant influence over Gen Y employees retention. Based on our study results, we suggested that managers should practice mentoring program in their talent management strategy and that managers practice a role of strategic leaders and implement a policy that retains the existing employees and attracts the best talent. Managerial implications and theoretical contributions are also discussed.

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Section: Hypotheses Developmentmentioning

confidence: 99%

How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach

Khattak

Awan

Hafizullah

2020

GSSR

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“…models with flexibility and environmental adaptation for organizations and companies has become an inevitable necessity for achieving excellence (Jafari Eskandari, 2014).…”

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confidence: 99%

Producción dinámica en una clase mundial con estructura nativa.

Kasvaei¹,

Eshlaghi²,

Valmohammadi.³

2019

dilemas

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En vista del inevitable proceso de globalización de la producción y la industria, nuestros productores deben reformar sus formas tradicionales, ineficientes e ineficaces del pasado y adoptar un nuevo enfoque de políticas de producción centradas en la tecnología, la orientación al cliente y la eliminación de actividades que no agregan valor, En este estudio, los factores que afectan la producción de clase mundial se pueden identificar mediante el método Delphi. Los método de recolección de datos fueron de información bibliográfica y el studio de campo. En esta investigación se presentan y analizan la historia y varios modelos diseñados en el campo de producción de clase global. En esta investigación, expertos de la industria y profesores universitarios han recibido asistencia.

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Provide a model for determining the factors affecting the world-class manufacturing (WCM) based on core competencies of organizations

Cited by 2 publications

References 2 publications

How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach

How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach

Producción dinámica en una clase mundial con estructura nativa.

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