東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

A phenomenological study of leadersh...

Coffey, Robert P.

FindBook

Google Book

Amazon

博客來

A phenomenological study of leadership and millennial employees in the nuclear industry.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	A phenomenological study of leadership and millennial employees in the nuclear industry./
作者:	Coffey, Robert P.
面頁冊數:	158 p.
附註:	Source: Dissertation Abstracts International, Volume: 74-09(E), Section: A.
Contained By:	Dissertation Abstracts International74-09A(E).
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3570368
ISBN:	9781303149702

A phenomenological study of leadership and millennial employees in the nuclear industry.
Coffey, Robert P.

A phenomenological study of leadership and millennial employees in the nuclear industry. - 158 p.

Source: Dissertation Abstracts International, Volume: 74-09(E), Section: A.

Thesis (D.M.)--University of Phoenix, 2013.

Many business executives, including the nuclear industry, are encountering problems with incorporating millennial employees into the workforce. The specific problem of the study explored the change in generation diversity with millennial employees filling positions of retiring workers in the U.S. nuclear electric industry and the resultant leadership challenges. The purpose of the qualitative phenomenological study explored how nuclear industry supervisors and managers use the motivating attributes of millennial employees when leading and integrating this group of employees into the organization. The central phenomenon of the study explored how nuclear industry supervisors and managers use the motivating attributes of millennial employees when leading and developing employee and organizational strategic and tactical plans. The resultant major themes included electronic technology practices, communication strategy, employee development, teams and teamwork, and leadership practices. The resultant sub-themes included knowledge transfer, job aids, enhanced training, engagement with contract employees, and innovation and change. Chapter 5 documents the recommendations including strategies with electronic technology, a communication steering committee, employee development and succession planning, union employee rotations into exempt positions, using the strengths of millennials in teams, leadership training updated with millennial research, and potential changes in strategy in the area of assignment of work to union employees and co-mingling with contract and non-contract employees.

ISBN: 9781303149702Subjects--Topical Terms:

626628
Business Administration, Management.

A phenomenological study of leadership and millennial employees in the nuclear industry.
LDR:02504nam a2200289 4500 001 1959677
005 20140520124454.5
008 150210s2013 ||||||||||||||||| ||eng d
020 $a 9781303149702
035 $a (MiAaPQ)AAI3570368
035 $a AAI3570368
040 $a MiAaPQ $c MiAaPQ
100 1 $a Coffey, Robert P. $3 2095163
245 1 2 $a A phenomenological study of leadership and millennial employees in the nuclear industry.
300 $a 158 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-09(E), Section: A.
500 $a Adviser: Johnny Morris.
502 $a Thesis (D.M.)--University of Phoenix, 2013.
520 $a Many business executives, including the nuclear industry, are encountering problems with incorporating millennial employees into the workforce. The specific problem of the study explored the change in generation diversity with millennial employees filling positions of retiring workers in the U.S. nuclear electric industry and the resultant leadership challenges. The purpose of the qualitative phenomenological study explored how nuclear industry supervisors and managers use the motivating attributes of millennial employees when leading and integrating this group of employees into the organization. The central phenomenon of the study explored how nuclear industry supervisors and managers use the motivating attributes of millennial employees when leading and developing employee and organizational strategic and tactical plans. The resultant major themes included electronic technology practices, communication strategy, employee development, teams and teamwork, and leadership practices. The resultant sub-themes included knowledge transfer, job aids, enhanced training, engagement with contract employees, and innovation and change. Chapter 5 documents the recommendations including strategies with electronic technology, a communication steering committee, employee development and succession planning, union employee rotations into exempt positions, using the strengths of millennials in teams, leadership training updated with millennial research, and potential changes in strategy in the area of assignment of work to union employees and co-mingling with contract and non-contract employees.
590 $a School code: 0850.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Organization Theory. $3 1669248
650 4 $a Sociology, Organizational. $3 1018023
690 $a 0454
690 $a 0635
690 $a 0703
710 2 $a University of Phoenix. $3 1018420
773 0 $t Dissertation Abstracts International $g 74-09A(E).
790 $a 0850
791 $a D.M.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3570368