STEWARDSHIP THEORY Sample Clauses

STEWARDSHIP THEORY. The stewardship theory is the opposite of the agency theory. Unlike agency theory, which assumes that executives are opportunists, stewardship theory expects managers to do a good job in the firm (Xxxxxxxxx, 1990). This follows that managers are not motivated by individual goals. They are good stewards of the firm whose motives are aligned with the goals of their principals (Xxxxx et al., 1997; Xxxxxxxxx, 1990). The overall goal of the steward is to achieve the objectives of the organization. Both principals and outside owners the firm will benefit from this behaviour (Xxxxx et al., 1997). Having a majority of executive directors among the board can be beneficial because this provides greater accessibility to information and expertise (Xxxxxxxxx, 1990). By undertaking a trade-off between personal needs and organisational goals, the steward realises that by working toward a collective or organisational goal, personal needs are also met. The opportunity set of the steward shows that the benefits arising from pro-organisational behaviour transcends those of individualistic, self-serving behaviour. In order to maximize the benefits of having a steward, his or her autonomy should be significantly expanded because they are trustworthy. As a result, the costs that must be incurred in implementing the agency theory (i.e., monitoring, bonding and residual loss costs) are not necessary in this case. Besides, controlling mechanisms can be counterproductive because this transmits a signal of suspicion or mistrust, which can lower the motivation of the steward (Xxxxx et al., 1997). In line with this theory, managers need less supervision and more advice. Stewards are believed to properly deal with the resources they receive (Xxxxx & Xxxx, 2014). In stewardship theory, the focus is on intrinsic motivation. These rewards are not easily quantified and comprise growth opportunities, achievement, affiliation and self-actualisation (Xxxxx et al., 1997).
Sample 1
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Related to STEWARDSHIP THEORY

  • Stewardship The efficient and effective management of the public funds that have been entrusted to the FHWA.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • Initiation of Grievance When a dispute arises, an attempt shall be made by the Faculty Member to settle the grievance with the appropriate management representative. Failing a satisfactory solution, the Faculty Association shall initiate an informal meeting between the Grievor, a Faculty Association representative and the relevant Xxxx or the administrative supervisor in the case of a Librarian or Counsellor within ten working days after the situation leading to the grievance has arisen or within ten working days from the time the Faculty Member should reasonably have known of the occurrence of the situation giving rise to the grievance.

  • Non-Grievability No dispute over a claim for any benefits extended by this Health and Welfare Fund shall be subject to the grievance procedure.

  • Grievance and Appeals Unit See Section 9 for contact information. You may also contact the Office of the Health Insurance Commissioner’s Consumer Resource Program, RIREACH at 1-855-747-3224 about questions or concerns you may have. Complaints A complaint is an expression of dissatisfaction with any aspect of our operation or the quality of care you received from a healthcare provider. A complaint is not an appeal. For information about submitting an appeal, please see the Reconsiderations and Appeals section below. We encourage you to discuss any concerns or issues you may have about any aspect of your medical treatment with the healthcare provider that furnished the care. In most cases, issues can be more easily resolved if they are raised when they occur. However, if you remain dissatisfied or prefer not to take up the issue with your provider, you can call our Customer Service Department for further assistance. You may also call our Customer Service Department if you are dissatisfied with any aspect of our operation. If the concern or issue is not resolved to your satisfaction, you may file a verbal or written complaint with our Grievance and Appeals Unit. We will acknowledge receipt of your complaint or administrative appeal within ten (10) business days. The Grievance and Appeals Unit will conduct a thorough review of your complaint and respond within thirty (30) calendar days of the date it was received. The determination letter will provide you with the rationale for our response as well as information on any possible next steps available to you. When filing a complaint, please provide the following information: • your name, address, member ID number; • the date of the incident or service; • summary of the issue; • any previous contact with BCBSRI concerning the issue; • a brief description of the relief or solution you are seeking; and • additional information such as referral forms, claims, or any other documentation that you would like us to review. Please send all information to the address listed on the Contact Information section.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • DEVELOPMENT OR ASSISTANCE IN DEVELOPMENT OF SPECIFICATIONS REQUIREMENTS/ STATEMENTS OF WORK Firms and/or individuals that assisted in the development or drafting of the specifications, requirements, statements of work, or solicitation documents contained herein are excluded from competing for this solicitation. This shall not be applicable to firms and/or individuals providing responses to a publicly posted Request for Information (RFI) associated with a solicitation.

  • Management Grievance The Employer may initiate a grievance at Step 3 of the grievance procedure by the Employer or designate presenting the grievance to the President of the Union or designate. Time limits and process are identical to a union grievance.

  • Policy Grievance Where either Party disputes the general application, interpretation or alleged violation of an article of this Agreement, the dispute shall be discussed initially with the Employer or the Union, as the case may be, within thirty (30) days of the occurrence. Where no satisfactory agreement is reached, either Party may submit the dispute to arbitration, as set out in Article 10.

  • Company Grievance It is understood that the Company may request a meeting with the Union for the purpose of presenting any complaints with respect to the conduct of the Union. If such a complaint by the Company is not settled, it may be submitted in writing as a grievance at Step 3 and may be referred to arbitration.

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