They are called generic strategies, due to the fact that they can be used and implemented by any organization (Rothaermel, 2012, p. 166). In addition, Porter states that an effective implementation of one of these strategies “usually requires total commitment and supporting organizational arrangements that are diluted if there is more than one primary target” (Porter, 1980, p. 35). Furthermore, Porter states that it is not generally the case that a firm can only be successful with one of the generic strategies. Due to the industry’s structure, it can be that all competitors earn high returns, whereas in others, a firm is required to adopt a certain one of the generic strategies in order to be successful (Porter, 1980, p. 35). Which strategy a firm can adopt is also determined by its abilities.
The main objective of this literature review (LR) is to demonstrate the relationship between motivation and employee performance. The definitions of motivation, Employee performance and organisational performance are well defined so as to elaborate its importance in the working sector. The review also gives the provision for an insight on motivation, factors that affect motivation and performance, how it correlate with employee performance and its relative importance in the public sector. 2.2 The Concept of Motivation Scholars have made several researches on motivation since it is a complex phenomenon. Motivation and employee performance have become one of the most decisive and popular driving force behind every organization.
Empowerment emerged as a vital management practice at various levels of the management in any organization in the recent years. In addition, empowerment significantly affects the work force and/or employees in many ways in any organization. Also, many academic researchers and industrial experts highlighted that empowerment has a strong effect on employees’ job satisfaction which in turn leads to job performance. Therefore, it is very important to conduct a study on how employee empowerment effects the both job satisfaction and job performance. Besides, it is indeed to explore how the above constructs inter-dependent, how strong their relationships in the presence of mediating and moderating variables.
al, 2002). The importance of employee relations has been significantly increased in the modern era when the business firms are largely depending upon the performances of their staff members in order to hit the desired targets and ensure the satisfaction of their target customers (Kaufman and Bruce,
To further buttress the point using Elton mayo’s (1880-1949) human relation theories, he concluded in the Hawthorne effect that “when management communicates effectively with employees and take interest in their work, commitment is improved.” (Stimpson.P, 2010). The second way by which I think management can improve employee commitment within an organisation is for management to create a conducive working environment for employees. Some of the ways in which a conducive working environment can be created are firstly, by providing all essential tools needed to carry out the tasks handed out to them by managers and also training the employees whether on or off the job. For instance, I personally
Researchers have shaped compelling evidence for the fundamental relation between employee performance and how management acts with them (Boheene & Asuinura, 2011). They claim that the effectiveness of human resource practices, particularly employee selection, performance appraisals, benefits and reward management, procedures and employee training and development often have a direct effect on the productivity and performance of the employee. And implementing an effective human resource management can enhance the organization 's ability to attract and maintain qualified and motivated employees yield greater profitability, low employee turnover and these invariably lead to higher productivity. The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a
Responsibilities of HRM HRM covers a wide scope of responsibilities that makes it indispensable in all but small companies. The responsibilities include analysing work and designing jobs, human resource planning, recruiting, selection, training and development, performance management, compensation and employee relations (Noe, et al., 2011). The first 4 responsibilities of HRM - analysing work and designing jobs, human resource planning, recruiting and selection is critical to get the best fit employee into the organisation. This is extremely important as the company’s performance always depends in part on their subordinates. Employees with the right skills will do a better job for the company.
Role culture Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. The role culture has the benefit of specialization. Employees focus on their particular role as assigned to them by their job description and this should increase productivity for the company. This culture is quite logical to organize in a large organization Task culture A task culture refers to a team based approach to complete a particular task.
• It indicates the employee’s capabilities and attitudes. • It helps them to plan for the future requirements. • Skill matrix helps in building the individual career growth in the organization. • It helps in identifying the strengths, weakness and opportunities of an individual in the organization. SUGGESTIONS: After studying the skill matrix process in Hindusthan coca-cola beverages pvt.ltd.
• Integration includes Motivation, Job Satisfaction, job enrichment, Grievances Redressal, Collective Bargaining, Conflict Management, Participation of Employees, and Discipline. • Maintenance, includes Health and Safety, Social Security and Welfare Schemes, Human Resource Records, Human Resource Research, Human Resource Audit, The main aim of such a design is to ensure that the necessary data to be collected objectively, accurately and economically. The data required for proposed research work will be Primary as well as Secondary, Primary Data will be collected through the questionnaire, it will includes both thought-out and more operational issues, offering ample amount of analysis possibilities. Data for the study will collected through questionnaire in the Lucknow city at different locations. Questions are there to know the level Employees perception about various human resource activities about BSNL.