In his Preface the author' says that he started out to review all the more important theories upon the topics ordinarily discussed under human motivation but soon found himself more and more limited to the presentation of his own point of view. This very well characterizes the book. It is a very personal product. It is an outline with some defense of the author's own thinking about instincts and appetites and sentiments and how they function in human behavior. And as the author draws so heavily upon James and McDougall, especially the latter, the book may well be looked upon as a sort of sequel to their efforts. There is a thought-provoking distinction presented between instinct and appetite. An instinct is said to be aroused always by something in the external situation; and, correspondingly, an appetite is said to be aroused by sensations from within the body itself. This places, of course, a heavy emphasis upon the cognitive factor in all instinctive behaviors; and the author prefers to use the cognitive factor, especially the knowledge of that end-experience which will satisfy, as a means of differentiating one instinct from another. In this there is a recognized difference from McDougall who placed more emphasis for differentiation upon the emotional accompaniment. The list of instincts arrived at by this procedure is much like that of McDougall, although the author is forced by his criteria to present the possibility of food-seeking and sex and sleep operating both in the manner of an appetite and also as an instinct. The Shand-McDougall concept of sentiment is taken over and used in the explanation of moral motivation. There is the development within each personality of a sentiment for some moral principle. But this sentiment is not a very powerful motivating factor. It is reinforced by social pressures and by religion, which is treated as an effort of finite man to live in harmony with the infinite reality. Those whose psychological thinking is largely in terms of McDougall will doubtless find this volume a very satisfying expansion; but those who are at all inclined to support their psychological thinking by reference to experimental studies will not be so well pleased. The James-Lange theory, for example, is discussed without mention of the many experimental studies which it has provoked. Theoretical sources appear in general to be preferred to experimental investigations.

Human MotivationThe Mind in Action: A Study of Motives and Values. A. Campbell Garnett

THE FIFTH DISCIPLINE The Art & Practice of the Learning Organization

Armstrong's Handbook of Human Resource Management Practice is the bestselling, definitive text for all HRM students and professionals. Providing a complete resource for understanding and implementing HR in relation to the needs of the business as a whole, it contains in-depth coverage of all the key areas essential to the HR function such as employment law, employee relations, learning and development, performance and reward. Accessible and to the point as ever, this fully updated 14th edition includes emerging theory and practice, embracing the most current thinking on engagement, talent management and leadership development. With updated case studies and references to academic journals, professional magazines and recent research and surveys, it also includes coverage of new approaches to topics such as job evaluation and pay structures. 
 
 Armstrong's Handbook of Human Resource Management Practice is aligned with the Chartered Institute of Personnel and Development (CIPD) professional map and standards, with the sections meeting CIPD learning outcomes now even clearer than before. Comprehensive online support material for instructors, students and HR managers are included. Resources for students and professionals include multiple-choice-questions, flash cards, case studies, further reading and a glossary of HRM terms. The lecturers' manual contains session notes, discussion questions, a literature review and a complete set of PowerPoint slides.

Armstrong\'s handbook of human resource management practice / Michael Armstrong

In many developed economies, changing demographics and economic conditions have given rise to increasingly competitive labour markets, where competition for good employees is strong. Consequently, strategic investments
in attracting suitably qualified and skilled employees are recommended. One such strategy is employer branding. Employer branding in the context of recruitment is the package of psychological, economic, and functional benefits
that potential employees associate with employment with a particular company. Knowledge of these perceptions can help organisations to create an attractive and competitive employer brand. Utilising information economics and signalling theory, we examine the nature and consequences of employer branding. Depth interviews reveal that job seekers evaluate: the attractiveness of employers based on any previous direct work experiences with the employer or in the sector; the clarity, credibility, and consistency of the potential employers’ brand signals; perceptions of the employers’ brand investments; and perceptions of the employers’ product or service brand portfolio.

Employer branding : strategic implications for staffrecruitment

the profession and practice of adult education an introduction the profession and practice of adult education. an the profession and practice of adult education an introduction because teaching matters an introduction to the profession book review: merriam, s.b., & brockett, r. (2007). the nursing education: past, present and future jblearning law as profession and practice in medieval europe erpd free download law as profession and practice in medieval adult learners in higher education continuing professional education and human capital theory practices of adult learning principles and learning shp-textbooks fall 2017 md anderson cancer center teacher induction and mentoring brief the importance of evaluating the impact of continuing troy online ade 6600 foundations of adult education term 5 teachers as adult learners: re-conceptualizing teaching & learning styles texas adult education and the challenges of the 21st century in democracy and professionalization of adult education in adult education administration master of education/master additional qualification course guideline adult education chapter three pedagogies in higher education field learning in social work education: implications for for professional development providers and higher the need to incorporate reflective practice into nursing nur 202 introduction to professional nursing concepts and education the college of wooster introduction to the human services profession an introduction to psychological interventions primary care practice facilitation curriculum continuing education in nursing: a concept analysis learning module teaching/learning principles or nurses strategies to produce new nurses for a changing profession

The Profession and Practice of Adult Education: An Introduction

The paper examines based on international research the differences between results of studies focused on consumers' attitude toward advertising. The aim of this paper is to show that it is possible to find situations where the influence of attitudes towards specific ads in general (ASG) on attitudes toward advertising (Aad) can be observed and also it is possible to find no influence of attitudes toward ads in general (AG) on Aad. The paper shows that the problem comes from the definition of AG. The experiments described in this paper detect attitudinal differences toward advertising in general among studied nations depending on the type of advertising. The research encompasses respondents from three countries with different economic and cultural backgrounds (Germany, Ukraine and USA). The data were collected based on a quantitative survey and experiment among university students. The results show that the concept of AG is in some cases too broad. Differences between AG were confirmed between Ukraine and other countries. The respondents from Germany are according to AG more pessimistic and the respondents from the USA are more optimistic. This disparity was explained by a significant difference in Orthodox and Atheist religion compared to the other religions.

/pdf/attitude-toward-advertising-in-general-and-attitude-toward-a-f5ej2sb2tk.pdf

Attitude toward Advertising in General and Attitude toward a Specific Type of Advertising - A First Empirical Approach

This paper endeavours to extend existing theories on talent and knowledge
 management by applying theoretical concepts on real management of
 organisations. The examination of different definitions of talent management
 and knowledge management is crucial for capturing their practical impact on
 central human resource development practices such as education, training, and
 development. The main aim of the paper is to identify key factors that
 describe the main approaches to talent management (TM) and ensuring knowledge
 continuity (EKC), based on analysis of current approaches of organisations in
 the Czech and Slovak Republics. The results reveal three possible approaches
 to employees and organisational development. The first type of organisation
 develops employees within their own organisational rules, the second type of
 organisation does not support development of employees in any way, and the
 third type of organisation does not affect employees’ development but the
 employees develop themselves - these can be characterized as ‘knowledge
 employees’. The paper identifies the practical benefits for organisations
 resulting from talent management and ensuring knowledge continuity. Knowledge
 continuity and its development guarantee that knowledge is retained within an
 organisation. Knowledge needs to be transferred to relevant successors who
 can participate in a talent management programme.

/pdf/application-of-talent-and-knowledge-management-in-the-czech-2asjwecxao.pdf

Application of talent and knowledge management in the Czech and Slovak Republics: First empirical approaches

The knowledge economy currently presupposes that each organization manages its knowledge and 
in doing so intentionally endeavors to achieve a long-term competitive advantage. In other words the 
key source of success is no longer information as such, but the right knowledge which is associated 
with a specific bearer – employee who must constantly develop this in a currently highly competitive 
environment. The goal of this article is to identify and evaluate the conditions for the use of the 
resource approach focused on the management of knowledge in the current knowledge economy 
across all economic branches. The research is descriptive and empirical by nature, because the 
primary data has been collected using the survey method, including fact-finding techniques such 
as questionnaires and interviews. According to the results of the quantitative research focused on 
education in Czech organizations, 66.5% of the surveyed organizations make use of some type of 
education or training at work. However, one third of Czech organizations still do not educate their 
employees and do not work with knowledge development and management in any way. The following 
recommendations can be given to organizations nowadays: (1) identify and overcome the barriers 
to knowledge sharing through fostering effective relationships, (2) the employees’ willingness to 
participate in the learning process needs to be enhanced, (3) the organization’s management should 
introduce a reflective process and a career development process leading to effective knowledge 
sharing and (4) the role of the mentor and coach is crucial in efficient organizational learning. The 
main areas which affect knowledge development in organizations are based on cooperation and 
communication. This refers to both the organizational culture and the climate. Those areas are 
crucial for employee and organizational knowledge transfer and development.

/pdf/knowledge-transfer-in-a-knowledge-based-economy-4vyevfdc9i.pdf

Knowledge transfer in a knowledge-based economy

This study, motivated by the recognition that organizational performance and success always hinges on employee competencies and management’s skill in utilizing their potentials, focuses on one of the key factors in organizational efficiency: the possibilities of development of talented employees within Czech organizations. The data was collected via two quantitative studies. The first study involved 100 organizations from every economic sector with a main focus on the topic from the organization’s perspective. The second study explored the approach from employees’ perspective. Our analysis shows that different talent management philosophies are used in practice. Almost half of the sample use inclusive and stable philosophy, 11% inclusive and developable philosophy and almost 10% exclusive and developable philosophy. Employees are mostly developed in generally recommended areas without any consideration for the specific individual’s characteristics or related opportunities. It is a stable approach. Limitations of this study may be found in the focus on analysis outcomes on practitioners in particular. The present findings provide a basis for future hypotheses and research in this area.

/pdf/investigating-talent-management-philosophies-3856qdrj1d.pdf

Investigating Talent Management Philosophies

Purpose: Innovativeness and development have become one of the greatest competitive advantage of all organisations. In order to develop innovations, human resources and their development are the main sources of creativity and new ideas, skills and their application. Therefore, this paper aims to investigate and identify approaches to enterpeneurship innovativeness. Furthwermore, paper develops current success criteria of start-ups based on qualitative research made with start-up leaders. Methodology/Approach: The data were collected by means of a quantitative questionnaire research carried out among employees of organisations across sectors who take part in a talent programme in the Czech Republic. Moreover, qualitative research of start-up projects by means of content analysis was carried out among start-up organisations. For the analysis key words and short phrases were selected to find success criteria of start-ups. For the purposes of testing, the Pearson’s chi-square test and the association test were employed. Findings: The results have shown statistically significant differences between the age category and creativity (p = 0.048) and the length of job history and the creativity demonstrated when performing job (p = 0.012). Furthermore, education plays role in innovativeness. University education may cause lowering of creativity by teaching standardized thinking. Moreover, results of study have shown that key success criteria (p = 0.000) of successful start-ups are: use of education and training, development, partners, theoretical mapping, use of expert help, use of concrete technologies, knowledge of project management, project functionality, personal interest in project delivery and efficiency of solution. Research Limitation/implication: The results develop practice in defining key success criteria of innovative approach in enterpreneurships, start-ups and innovative-oriented organisations. The limits of the article can be deemed to consist in a relatively small sample of respondents; however, with respect to the exclusive approach to the talent management in the Czech Republic the sample can be described as sufficient. The results may inspire other researches to conduit further research in other conditions and deepen knowledge about this phenomenon. Originality/Value of paper: The contribution of the article lies in identification and evaluation of the factors of innovativenes of enterpreneurships. Furthermore, practical contribution lies in identification and evaluation of the areas of the sustainable development of social start-ups. Practical contribution lies in presenting the concrete results from real start-up projects and innovative-oriented organisations. The results are important for development of new start-up ideas and project while their main efficient approaches are presented.

https://www.qip-journal.eu/index.php/QIP/article/download/1040/975

Lucie Vnoučková

Papers

Attitude toward Advertising in General and Attitude toward a Specific Type of Advertising - A First Empirical Approach

Application of talent and knowledge management in the Czech and Slovak Republics: First empirical approaches

Knowledge transfer in a knowledge-based economy

Investigating Talent Management Philosophies

Criteria of Innovativeness and Creativity in Start-Ups and Innovative Entrepreneurship