Abstract:This paper shares the experience of a virtual team of knowledge workers which coordinates its repetitive production work across 12 time zones using cloud-based workflows. A sample of process data and the utility that can be obtained from it are discussed, and recommendations are provided for the management of virtual teams using cloud-based workflows. In addition, possible directions for future research relating to virtual knowledge work teams using cloud workflows are suggested. Some references to related experience for further reading are also given.
, paragraphs 2, 6; OHCHR report on the human rights situation in Ukraine covering the period from 16 May to 15 August 2015, paragraphs 2, 58-59; OHCHR report on the human rights situation in Ukraine covering the period from 16 August to 15 November 2015, paragraphs 2, 22 (see also fn. 128); OHCHR report on the human rights situation in Ukraine covering the period from 16 February to 15 May 2016, paragraph 2 (see also fn. 3). 2 OSCE daily reports on ceasefire violations, available at http://www.osce.org/ukraine-smm/reports/. 3 The Package of Measures for the Implementation of the Minsk Agreements calls for: an immediate and comprehensive ceasefire; withdrawal of all heavy weapons from the contact line by both sides; commencement of a dialogue on modalities of local elections; legislation establishing pardon and amnesty in connection with events in certain areas of Donetsk and Luhansk regions; release and exchange of all hostages and unlawfully detained persons; safe access, delivery, storage, and distribution of humanitarian assistance on the basis of an international mechanism; defining of modalities for full resumption of socioeconomic ties; reinstatement of full control of the state border by the Government of Ukraine throughout the conflict area; withdrawal of all foreign armed groups, military equipment, and mercenaries from Ukraine; constitutional reforms providing for decentralization as a key element; and local elections in certain areas of Donetsk and Luhansk regions.
Abstract:Job satisfaction is an attitudinal variable that reflects feelings of employees about their job. It is directly linked to the level of employee engagement and work performance, thus representing one of the key elements of organizational culture. In this paper we used a job facets approach that focuses on different aspects of job(s) to enable a more complete picture of job satisfaction. Engagement survey was devised around nine different categories (facets) that represent critical job aspects. Each facet was defined by 2-10 questions that are scaled using 5 optional grades to answer. The survey was carried out in an organization within the short period of time and has achieved a very high response rate. The results have shown significant differences both between various job facets as well as certain factors (expressed by survey questions) within the same category. Furthermore, the activities that may help improve the specific aspects of employee engagement are discussed.
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