Thus, if workers are denied autonomy on the job, or are reduced to acting as mere extensions of the machinery they operate, or are given work that inhibits their capacity to create and think, it is argued that they will invariably find ways to subvert the methods of control that enforce these conditions. The principal task of management on this conception is to manipulate workplace relations in ways that enable employees to feel personal satisfaction with being involved with the
INTRODUCTION Organizational commitment is essential for the attainment of the core objectives of a firm. Organizational commitment refers to the personal/ psychological connection between an employee and the organization. The employee-organization bond plays a significant role in helping the organization meet its operational objectives. Consequently, a more committed workforce is reported to be more satisfied with their job given their strong feeling of responsibility towards the mission of the organization. As a result, the employees often become more productive, adopt positive attitudes towards work, and engaged in the operations of the firm.
Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.
Sometimes, HR may not come to know about the workplace conflicts as soon as they happen which may relust, happening the situation more worse, some employees lean=ving their jobs and some people harming themselves which effects the company’s reputation. And in that cases, the line managers have to act like HR by warning the employees and making the environment cool for that time and informing the HR immediately about the situation. If the situation is not able to get controlled by the manager, the HR should be in the scene immediately, and should resolve it and if it is couldn’t get controlled even by the HR, some outside specialist should be brought in to settle up the matter. (https://www.shrm.org/resourcesand
You must have noticed that there is a subtle difference between a great leader and a good boss. So what are these exact differences? A great leader is the one who has got a proper planning to carry out his own tasks and at the same time can inspire other crew members to move forward with their tasks in a constructive manner. Discipline is one of the most important attributes of a leader especially, in
Having a positive energy implies that the leader feels that even when a situation arises, he or she can find a way to find a solution to the problem. This type of leader is willing to go through extra miles to ensure that he or she achieves the goals of the organization. in addition, according to the contingency theory, an extroversive leader is usually relationship oriented and in most cases this leader finds ways of ensuring that he is sociable to people at all times, (House,
My definition of good leadership is to influence the people around you to not simply achieve a goal but to accomplish them, in such as way, which both the organization and its members benefit. This definition of good leadership occurs by successfully communicating to people that the goals of the organization are important to them as well. This occurs when people self-internalize a goal or task, analyzing it to determine its importance to them. Self-internalizing the importance of a goal is not something that occurs in a vacuum, even though the decision is made on an individual basis, because external influences constantly shape or even change our values. Our personal values are quite dynamic, changing over time as the social mores in our society evolve.
Immediate response 2. Short term plans 3. Long Term Plans We should avoid forcing an ethics via surveillance and sanctions; we have to make employees and managers aware of the biases which can lead to the unethical behaviour. We have to ask employees to take a step back and reflect and think about the nature of work, ask important questions like what ethical implications may arise from decisions we take. For long run perspective, we need to get to the root cause of it, in this case employees get the courage and pressured to imitate bad behaviour, which they see in the managers and others who get away with this.
(2007) indicate that trust between workers is vital in order to encourage them to share their knowledge. Another factor that can influence knowledge-sharing is the communication between workers, which means that interaction and the behaviour of workers are essential while people share knowledge. Another common factor is the reward system. In general and in any field, people always need motivation to like what they are doing. Rewards are the best thing that can motivate workers or even students to share.
They might pressure their workers in order to do works perfectly. Thus the works will not be as high quality as they thought it will be. Further hindrances that might stand in the way of effective delegation is the dual responsibilities of a manager. Managers are responsible towards their action and also their subordinates. If the employee at fault, managers will purely take the responsibilities towards their employee’s failure.