Descriptor
| Employer Employee Relationship | 9 |
| Employee Attitudes | 2 |
| Guidelines | 2 |
| Job Satisfaction | 2 |
| Personnel Management | 2 |
| Personnel Policy | 2 |
| Productivity | 2 |
| Training Methods | 2 |
| Work Attitudes | 2 |
| Administrator Role | 1 |
| Adults | 1 |
| More ▼ | |
Source
| Training | 9 |
Author
| Zemke, Ron | 9 |
| Bell, Chip | 1 |
| Lee, Chris | 1 |
Publication Type
| Journal Articles | 9 |
| Opinion Papers | 6 |
| Guides - Non-Classroom | 1 |
| Information Analyses | 1 |
| Reports - Evaluative | 1 |
Education Level
Audience
| Practitioners | 1 |
Location
Laws, Policies, & Programs
Assessments and Surveys
What Works Clearinghouse Rating
Bell, Chip; Zemke, Ron – Training, 1992
Discusses the importance of feedback in service occupations and looks at Thomas J. Connellan's six principles on the use of feedback, reward, and recognition. (JOW)
Descriptors: Employer Employee Relationship, Feedback, Service Occupations, Supervision
Lee, Chris; Zemke, Ron – Training, 1985
Takes an in-depth look at the phenomenon of intrapreneurs--entrepreneurs who work within a larger business but maintain some of the innovative, independent, and risk-taking characteristics of autonomous small business operators. (SK)
Descriptors: Bureaucracy, Business, Economic Development, Employer Employee Relationship
Zemke, Ron – Training, 2000
Although there are important human resource basics, such as competitive pay and benefits and career growth opportunities, retention of information technology (IT) workers is less about money than it is about respectful treatment. Retention involves designing interesting jobs, giving recognition, providing regular feedback, and being flexible about…
Descriptors: Adults, Employer Employee Relationship, Information Technology, Labor Turnover
Zemke, Ron – Training, 1983
Outlines a five-step formula to help supervisors deal with employee problems: (1) recognize that a problem exists, (2) document the employee's performance, (3) apply the company's discipline process, (4) refer to an appropriate agency, and (5) help the employee readjust to the work environment when the problem no longer exists. (JOW)
Descriptors: Administrator Role, Counseling, Employer Employee Relationship, Personnel Management
Zemke, Ron – Training, 1989
No or poor orientation can reduce new employees' effectiveness and contribute to dissatisfaction and turnover, costing the company money. The orientation programs of large companies such as Disney, Texas Instruments, and Corning Glass are successful due to high expectations, supervisor and senior management involvement, anxiety reduction, and…
Descriptors: Employer Employee Relationship, Entry Workers, Job Satisfaction, Personnel Management
Zemke, Ron – Training, 1981
Discusses the complexity of the problem of unwelcome workplace sex. Gives a short history of the issue, the legal problems, advice for handling harassment, and the true cost of an office romance. Discusses training strategies which would be helpful in overcoming the problem. (JOW)
Descriptors: Civil Rights Legislation, Employer Employee Relationship, Employment Practices, Personnel Policy
Zemke, Ron – Training, 1980
Discusses the research of Gary Latham and Edwin Locke on the effect of goal setting and goal commitment on employee productivity. (SK)
Descriptors: Employee Attitudes, Employer Employee Relationship, Incentives, Job Satisfaction
Zemke, Ron – Training, 1979
Training in human relations will help managers improve productivity of employees, according to the author, who reviews numerous suggestions and plans for improving production and then proposes several techniques for trainers to use in training supervisors and managers. (MF)
Descriptors: Employer Employee Relationship, Guidelines, Human Relations, Management Development
Zemke, Ron – Training, 1979
The first part of this three-part feature, subtitled "Do they measure anything worth knowing?", reviews and evaluates numerous employee survey instruments. The second, "How to pick an employee survey that works--and fits your needs," presents selection criteria, and the third is a resource list describing the most used instruments. (MF)
Descriptors: Content Analysis, Employee Attitudes, Employer Employee Relationship, Evaluation Criteria
