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Published in:

Volume 7 Issue 6
June-2020
eISSN: 2349-5162

Unique Identifier

JETIR2006333

Page Number

2312-2322

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Title

Intervention for Reducing Human Performance Gaps at Work place Caused by Apparent and Non-apparent indicators.

ISSN

2349-5162

Cite This Article

"Intervention for Reducing Human Performance Gaps at Work place Caused by Apparent and Non-apparent indicators.", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.7, Issue 6, page no.2312-2322, June-2020, Available :http://www.jetir.org/papers/JETIR2006333.pdf

Abstract

The human performance in the organizational perspective describes about performance improvement and beyond. The performance improvement aims at enhancing workplace culture. The Intervention for reducing human performance gaps may be discussed with the major focus on the human technology initiatives  Establishing a place where people strive for continuous development.  Building organizational structures where people can communicate clearly.  Creating the work place culture where people can share the ideas freely.  Creating the workplace environments where the unique identity of the people is recognized and individual differences are respected.  Envisioning a place where the work life is rewarded.  Fostering a work place where the quality time is created towards the development of better working environment with fun, pride and intellectual development every day.  Nurturing the workable organizational structures where people can share the rewards both financially and emotionally based on their contribution. The present study is dedicated to examine the performance gaps among the women teachers at schools and colleges in the state. The possible intervention mechanism may be developed so that the performance gaps are bridged at the respective work places. The research study is designed with 100 women teachers of 50 each of school and college.

Key Words

The human performance in the organizational perspective describes about performance improvement and beyond. The performance improvement aims at enhancing workplace culture. The Intervention for reducing human performance gaps may be discussed with the major focus on the human technology initiatives  Establishing a place where people strive for continuous development.  Building organizational structures where people can communicate clearly.  Creating the work place culture where people can share the ideas freely.  Creating the workplace environments where the unique identity of the people is recognized and individual differences are respected.  Envisioning a place where the work life is rewarded.  Fostering a work place where the quality time is created towards the development of better working environment with fun, pride and intellectual development every day.  Nurturing the workable organizational structures where people can share the rewards both financially and emotionally based on their contribution. The present study is dedicated to examine the performance gaps among the women teachers at schools and colleges in the state. The possible intervention mechanism may be developed so that the performance gaps are bridged at the respective work places. The research study is designed with 100 women teachers of 50 each of school and college.

Cite This Article

"Intervention for Reducing Human Performance Gaps at Work place Caused by Apparent and Non-apparent indicators.", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.7, Issue 6, page no. pp2312-2322, June-2020, Available at : http://www.jetir.org/papers/JETIR2006333.pdf

Publication Details

Published Paper ID: JETIR2006333
Registration ID: 234473
Published In: Volume 7 | Issue 6 | Year June-2020
DOI (Digital Object Identifier):
Page No: 2312-2322
ISSN Number: 2349-5162

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Cite This Article

"Intervention for Reducing Human Performance Gaps at Work place Caused by Apparent and Non-apparent indicators.", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.7, Issue 6, page no. pp2312-2322, June-2020, Available at : http://www.jetir.org/papers/JETIR2006333.pdf




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