However, the duty of an employee’s attribute should consist of ethical stewardship. Note the fact, encouraging ethical stewardship allows the human resource professional to help organizations align organizational culture to match the behavior of the company’s values. As a result, employees are given credit for his or her roles since the create human resource systems of performance metric systems are fully aligned with that of the organization. As a result, companies are able to help employees demonstrate new knowledge which in turn creates a new competitive advantage. However, ethical stewardship encourages fairness and equal treatment of employees and a company’s shareholders by focusing on the firm’s policies that work for the success of the organization.
(Afshan et al., 2012) define performance as the achievement of specific tasks measured against predetermined or identified standards of accuracy, completeness, cost and speed. Employee performance can be demonstrated in improvement in production, acceptance in using the new technology, highly motivated workers. (Harris & Brannick, 1999) once said, that, “employee-focused cultures walk the talk of placing the employee’s needs at the front of the operations. Their uniqueness is based upon a simple evidence, the best way to take care of business is to first take care of the people. In this way, as the company meets the needs of the employee, the employee is then better able to meet the needs of the business.” Employee’s perceptions mediate between HR practices and employee performance (Liao et al., 2009).
Similarities between code of ethics and conduct • Encourage specific behavior in the company • Provide guidelines about values and choice to provide a better decision making • Basically in a narrow sense it is to obtain an acceptable behavior from the human resources Difference between code of ethics and conduct • Ethical standards generally are wide ranging and non-specific, specifically provide a set of value that makes employees to independent judgments about the most appropriate course of action • Conduct are generally a small judgment you either obey or pay penalty. They clearly provide a set of expectations about which action have to be
This change can involve improving product/service features, improving staff performance, and/or eliminating defects (Juran, 2000; Dale, 2003; and Hoyle, 2007). All members of staff should follow the customer focused quality philosophy though some could be trained in TQM so that they start satisfying the customer needs. Customer focus means directing organizational resources into satisfying customers and understanding that profitability or avoidance of loss comes from satisfying customers. The approach means that everyone in the organization needs to be customer focused, not simply the top management (Hoyle,
Introduction Corporate social responsibility (CSR) is a concept that is applied to businesses that consider the interests of society by taking responsibility for the impact of their decisions and activities on stakeholders that is, customers, employees, communities and the environment. Definitely, there is general agreement that firms must adopt a wider perspective when setting up their objectives which should not necessary be maximizing profits and expansion. With a view to build a certain goodwill, some businesses want to show a good image to society and this can be done in many ways. Benefits and drawbacks. The concept can also be concerned with reasonable wages and job security for employees.
Motivated employees perform better and endeavor to accomplish the objectives of the organization. He recognizes himself with the organization and buckle down for accomplishing its goals. Organizations need to evolve strategies with a specific end goal to motivate employees. As fulfilled and motivated employees can be a source of competitive advantage for the organization, they ought to be engaged for long haul and supportable achievement. Also organizations ought to build up an environment which upgrades the limits of the employees.
• Recognizing workers ' contributions. • Creating work that is rewarding and that matches the skills and abilities of the worker. • Giving as much responsibility to each team member as possible. • Providing opportunities to advance in the company through internal promotions. • Offering training and development opportunities, so that people can pursue the positions they want within the
For this report of the Human Resource Management, I would like to discuss about the topic: “Assess the relevance of motivation theory in a contemporary workplace setting that you are familiar with, paying particular attention to the likely pitfalls that managers should avoid.” In most HRM practice, as like a manager, who should to know how to motivate workers to get high-performance work approach, and create the workplaces in which the high-performance approach to make atmosphere likely to have the more formal, analytical type of job evaluation. By doing that, workers can have a self-motivated workforce, and they will improve work method, also doing their best work. Every employee has their own events, plans, goals, in their life which want
Each employee taking part in the change process need to be empowered with responsibilities so that the employees would feel that they belong to the organisation and their needs fulfilled as per ‘Maslow’s Hierarchy of needs theory’ (section 1.13.1).They also need to be treated with fairness and equity by practising an open door policy. Their requests and problems should be dealt without delay. In general, to make employees feel concern with the vision of the organisation and relieve from the fear of losing their jobs, the aims and importance of change have to be motivationally explain by the management. ‘Wooing and winning the hearts and minds’ of the employees in general will motivate them to work in the interest of the COM. This is also in line with the empirical study at ‘University of Sadat City, Egypt’, by (Wageeh A. Nafei, 2014, section 1.6).
13. ESPRIT DE CORPS It means the union is the strength. It implies teamwork and harmony in group efforts. Fayol emphasizes the need and importance of teamwork in getting desired results. A manager should replace “I” with “WE” in all communication with employees as it will facilitate the development of an atmosphere of mutual trust and minimize the need to use penalties for default.