The State of Food and Agriculture

Part One: Initial Considerations Chapter 1: Motivation in Organizations Mitchell, Terence R., and Daniels, Denise. Observation and Commentary on Recent Research in Work Motivation. Chapter 2: Conceptual Approaches to Motivation at Work Ryan, Richard M., and Deci, Edward L. 2000. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1): 68-78. Mowday, Richard, and Colwell, Kenneth A. Employee reactions to unfair outcomes in the workplace: The contributions of Adams' equity theory to understanding work motivation. Cropanzano, Russell, and Rupp, Deborah. An overview of organizational justice: Implications for work motivation. Komaki, Judith. Reinforcement theory at work: Enhancing and explaining what employees do. Locke, Edwin A. 1996. Motivation through conscious goal setting. Applied and Preventive Psychology, 5: 117-124. Stajkovic, Alexander D., and Luthans, Fred. Social cognitive theory and self-efficacy: Implications for motivation theory and practice. Part Two: Central Issues in Motivation at Work Chapter 3: The Role of Cognitions, Beliefs, and Attitudes in Motivation Staw, Barry M. 1986. Organizational psychology and the pursuit of the happy/productive worker. California Management Review, 28(4): 40-53. Rousseau, Denise M., and Tijoriwala, Snehal A. 1999. What's a good reason to change? Motivated reasoning and social accounts in promoting organizational change. Journal of Applied Psychology, 84(4): 514-528. Luthans, Fred. Positive Organizational Behavior: Implications for Leadership and HR Development and Motivation. Chapter 4: The Role of Goals and Intentions in Motivation Klein, Howard J., Wesson, Michael J., Hollenbeck, John R., and Alge, Bradley J. 1999. Goal commitment and the goal-setting process: Conceptual clarification and empirical synthesis. Journal of Applied Psychology, 6: 885-896. O'Leary-Kelly, Anne M., Martocchio, Joseph J., and Frink, Dwight D. 1994. A review of the influence of group goals on group performance. Academy of Management Journal, 37(5): 1285-1301. Crown, Deborah F., and Rosse, Joseph G. 1995. Yours, mine, and ours: Facilitating group productivity through the integration of individual and group goals. Organizational Behavior and Human Decision Processes, 64(2): 138-150. Chapter 5: The Role of Affect in Motivation Raghunathan, Rajagopal, and Pham, Michel T. 1999. All negative moods are not equal: Motivational influences of anxiety and sadness on decision-making. Organizational Behavior and Human Decision Processes, 79(1): 56-77. Venkatesh, Viswanath, and Speier, Cheri. 1999. Computer technology training in the workplace: A longitudinal investigation of the effect of mood. Organizational Behavior and Human Decision Processes, 79(1): 1-28. Chapter 6: The Role of Social Influences in Motivation Porter, Lyman W., Lawler, Edward E. III, and Hackman, J. Richard. 1975. Ways groups influence individual effectiveness. (Holdover from previous edition) Vardi, Yoav and Wiener, Yoash. 1996. Misbehavior in organizations: A motivational framework. Organization Science, 7(2): 151-165. Whyte, Glen. 1998. Recasting Janis's groupthink model: The key role of collective efficacy in decision fiascoes. Organizational Behavior and Human Decision Processes, 73(2/3): 185-209. Chapter 7: The Role of Cross-Cultural Influences in Work Motivation Hofstede, G. 1993. Cultural constraints in management theories. Academy of Management Executive, 7(1): 81-94. Sanchez-Runde, Carlos J., and Steers, Richard M. Cultural influences on work motivation and performance. Frese, Michael, Kring, Wolfgang, Soos, Andrea, Zempel, Jeannette. 1996. Personal initiative at work: Differences between east and west Germany. Academy of Management Journal, 39(1): 37-63. Meek, Christopher B. 1999. Ganbatte: Understanding the Japanese employee. Business Horizons, January-February, 27-36. Chapter 8: The Role of Individual Differences in Motivation O'Reilly, Charles A. III and Chatman, Jennifer A. 1994. Working smarter and harder: A longitudinal study of managerial success. Administrative Science Quarterly, 39: 603-627. Pilegge, Anthony J. and Holtz, Rolf. 1997. The effects of social identity on the self-set goals and task performance of high and low self-esteem individuals. Organizational Behavior and Human Decision Processes, 70(1): 17-26. Part Three: Applications of Motivational Approaches Chapter 9: Rewards Lawler, Edward L. 1987. The design of effective reward systems. In J. W. Lorsch (ed.), Handbook of Organizational Behavior. Englewood Cliffs, NJ: Prentice Hall, pp, 25-271. Kerr, Steven. 1995. On the folly of rewarding A, while hoping for B. Academy of Management Executive, 9(1): 7-14. Pearce, Jone L. 1987. Why merit pay doesn't work: Implications from organizational theory. In D. B. Balkin and L. R. Gomez-Mejia (eds.), New Perspectives on Compensation, pp. 169-178. Pfeffer, Jeffrey. 1998. Six dangerous myths about pay. Harvard Business Review, May-June, 109-119. Duncan, W. Jack. 2001. Stock ownership and work motivation. Organizational Dynamics, 30(1): 1-11. Chapter 10: Punishment George, Jennifer M. 1995. Asymmetrical effects of rewards and punishments: the case of social loafing. Journal of Occupational and Organizational Psychology, 68: 327-338. Butterfield, Kenneth D., Trevino, Linda K., and Ball, Gail A. 1996. Punishment from the manager's perspective: A grounded investigation and inductive model. Academy of Management Journal, 39(6): 1479-1512. Chapter 11: Motivating Creativity aand Innovation Amabile, Teresa. 1997. Motivating creativity in organizations: On doing what you love and loving what you do. California Management Review, 40(1): 39-58. Cummings, Anne and Oldham, Greg R. 1997. Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1): 22-38.

Motivatiom and work behaviour

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Handbook Of Psychological Testing

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Multiple factor analysis.

Sustainable supplier selection in healthcare industries using a new MCDM method: Measurement of alternatives and ranking according to COmpromise solution (MARCOS)

Well-designed packaging is intended to present a product in the best possible way, which would have a significant impact on sales improvement. Creating and finding the ideal design solution for packaging is an extremely complex process. Many characteristics of a packaging design can affect the level of customer satisfaction, where the different characteristics of the packaging tend to have a different significance. To make the problem more complex, the significance of characteristics of a packaging design is not the same for all customers. Therefore, creating and finding the ideal design solution for packaging often involves an evaluation of a number of variants, typically evaluated on the basis of multiple criteria, often with different significance. To provide an efficient approach for the selection of appropriate packaging, a framework for selecting the appropriate packaging design which meets customer preferences, based on the SWARA method and group decision making, is proposed. The usability and efficiency of the proposed framework is considered in the case of the selecting the appropriate packaging design for the wine of the autochthonous grape variety called Black Tamjanika. On the basis the considered examples, it can be concluded that SWARA method can be successfully used to solve many similar problems, and that in some cases may have some advantages over similar methods, such as AHP method or Conjoint Analysis. As an advantage of the proposed procedure can be mentioned a much smaller number of comparisons in pairs, compared with the AHP method, and much more comprehensible procedure for selecting the most acceptable alternative, compared with Conjoint Analysis. The proposed framework can also be easily adjusted to solve a significant number of MCDM problems DOI: http://dx.doi.org/10.5755/j01.ee.26.2.8820

/pdf/a-framework-for-the-selection-of-a-packaging-design-based-on-3n2xgzgd0i.pdf

A framework for the Selection of a packaging design based on the SWARA method

In the hiring process at companies, decision makers have underused the methods of the multi-criteria decision-making processes of selection of personnel. Therefore, this paper aims to establish a framework for the selection of candidates during the process of the recruitment and selection of personnel based on the SWARA and ARAS methods under uncertainties. The usability and efficiency of the proposed framework is considered in the conducted case study of the selection of candidate for the position of the sales manager.

https://informatica.vu.lt/journal/INFORMATICA/article/798/file/pdf

The Framework for the Selection of Personnel Based on the SWARA and ARAS Methods Under Uncertainties

The aim of this manuscript is to propose a new extension of theMULTIMOORA method adapted for usage with a neutrosophic set. By using single valued neutrosophic sets, the MULTIMOORA method can be more efficient for solving complex problems whose solving requires assessment and prediction, i.e. those problems associated with inaccurate and unreliable data. The suitability of the proposed approach is presented through an example.

A Neutrosophic Extension of the MULTIMOORA Method

The use of fuzzy sets in classical multiple criteria decision-making methods has led to forming fuzzy multiple criteria decision-making that enabled solving of a significantly larger number of decision-making problems. However, the membership function introduced in the fuzzy set theory has some limitations. Unlike the fuzzy set theory, intuitionistic fuzzy set theory also introduces the non-membership function. Therefore, intuitionistic fuzzy set theory, as an extension of fuzzy set theory, could provides some advantages in solving complex decision-making problems. WASPAS method is newly proposed, but widely used, multiple criteria decision-making method, for which numerous extensions have already been proposed. A new extension of WASPAS method, based on the use of single valued intuitionistic fuzzy sets and the Hamming distance proposed in this article. The efficiency and usability of the proposed approach are considered on the example website evaluation.

/pdf/an-extension-of-the-waspas-method-for-decision-making-25446h3acb.pdf

An extension of the WASPAS method for decision-making problems with intuitionistic fuzzy numbers: a case of website evaluation

The goal of this manuscript is to provide an efficient approach to the process of the recruitment and sele ction of candidates in the mining industry. The proposed approach is based on the use of MCDM models for personnel selection in the mining industry; the approach will provide an MCDM model for the per sonnel selection based on the SWARA ant the MULTIMO ORA methods. The efficiency and usability of the proposed approach are consider e on the numerical example of the selection of a c andidate for the position of the mining engineer for underground mining.

Darjan Karabasevic

Papers

A framework for the Selection of a packaging design based on the SWARA method

The Framework for the Selection of Personnel Based on the SWARA and ARAS Methods Under Uncertainties

A Neutrosophic Extension of the MULTIMOORA Method

An extension of the WASPAS method for decision-making problems with intuitionistic fuzzy numbers: a case of website evaluation

Selection of candidates in the mining industry based on the application of the SWARA and the MULTIMOORA methods