Due to large opportunities and challenges to the managers and decision makers, today’s organization Culture is predominantly dynamic and it is very vital to understand the dynamism to achieve the organizational objectives. There have been a wide researches to explore the impact of organizational culture on human resource management of an organization. Organizational culture is helping to provide opportunity and broad frame for the development of human resources management skills in an organization which is driven by ethical values. An organization can manage the human resource by embedding ethical values in its culture. However, organizational culture could be varied since organizations differ in their cultural backgrounds in terms of beliefs, values and assumptions.
Employee performance is one of the most factors that effect on the performance of the organization. The successful organization understands the importance of HR practices as a critical factor directly affects and contributes on the performance (AL-Qudah, M. K. M., Osman, A., Ab Halim, M. S., & Al-Shatanawi, H. A., 2014). The success of any organization depend on its employees behavior and their decision, although there are many other factors contribute in that success, such as the organization size, the environment in what it operate and its activities. Employee performance within an organization can be defined with a variety of ways including their behavior, attitude and motivation to achieve goals (Ali and Jadoon, 2012). Performance is associated
How to predictable the strengths and weakness of each leadership style & How this information can be functional to a given work situation. Effective leaders in any organizations are competent to quickly recognize the correct style in a given time frame. TASK 2 Be able to apply management and leadership theory to support organisational direction
These concepts can give different opinions about the definition of leadership. It is a continuous debate that whether the leadership comes from the personal qualities of a leader “the leader treats” or a leader makes followership through what s/he does or believes. Leadership is causing other individuals to do what the leaders want. Good leadership are those who use their own personal power associated with their use of strategic influence is what make them effective to reach for the organization goals. Leadership is inspiring others to pursue your vision within the standards you set, to the extent that it becomes a shared effort, a shared vision, and a shared success.
Modern organizational studies attempt to understand and model these factors. Organizational studies seek to control, predict, and explain. Organizational behavior can play a major role in organizational development, enhancing overall organizational performance, as well as also enhancing individual and group performance, satisfaction, and commitment. Organizational behavior is particularly relevant in the field of management due to the fact that it encompasses many of the issues managers face on a daily basis. Concepts such as leadership, decision making, team building, motivation, and job satisfaction are all facets of organizational behavior and responsibilities of management.
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.
An organization has a variety of key groups, different group will bring different expectations due to their relationship with the organization. These differences help the organization to segment its stakeholder into groups by according to similar values and expectations. There are four types of stakeholders that we can classify them by according to their power over the work and by their interest in work. A. High power and high interest people
There is a process of continuous feedback between the different stages of workforce planning activities, as they are all dynamic and interdependent. Key factors to take into account during reconciliation and deciding on actions plans are the acceptability of the plans to both senior and other employees, the priority of each plan, key players who will need to be influenced and the factors that will encourage or be a barrier to successful implementation. Once all alternatives have been considered and feasible solutions decided, specific action plans could be designed covering all appropriate areas of human resource management activity. Although these have been grouped in separate sections below, there is clearly potential overlap between the
This theory may aid an organisation to tailor their management according to each sector and thus promoting commitment and increasing the performance in each division of the firm. As all of these models and theories have benefits towards a firm it also provides challenges to HRM managers that would have to be overcome. Challenges of HRM models and theories. Each of the models and HRM theories are presented with their own challenges, which influence the effectiveness of these models. We may now look at the Classic HRM Model.
Each must continually interact with other organizations and individuals the consumers, suppliers, unions, shareholders, government and many more. Each organization has goals and responsibilities related to each other in the environment. The present day environment id dynamic and will continue to be dynamic. Changes in social, political, economic, technology, and legal environment force organizations to change themselves. Such changes may result in organizational changes like major functions production process, labour-management relations, nature of competitions, economic constraints, organizational methods etc.