The world is changing rapidly and the organizations and the work culture is also changing due to technological development. 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. Organizational culture in terms of the relative ordering of beliefs, values and assumptions, provides opportunity and broad frame for the development of human resource management skills in an organization. Many scholars of human resource management have proposed that the various features of organizational culture have an impact on values, beliefs and assumptions of the workforce. The present research
Human capital development have a strong relationship with strategic planning process. In an organization, human capital development on strategic planning process can consider as a main tool for influencing and shaping attitudes, skills and behaviour of the individuals in their duties and jobs. With a proper management on human capital development, they are able to create a new goods and services. Furthermore, it is a good concepts and specialized with strategic planning process and environment by giving a specific tasks due to the deliberations on the objectives. Hence, after the organization improve the management of human capital development on strategic planning process, the organizations are definitely have some breakthrough and progress.
Accountability and Responsibility is the focal point of nursing leadership style (Lawrence and Richardson, 2012). Radical new ideas eventually helped create a system of health care for all. In the United Kingdom, departments and their organisations are accountable for putting government policies into practice; the National Health Services [NHS] is part a government’s tentacle that helps manifest their vision to advance health care delivery system (Bar and Dowding, 2008). According to Grohar-Murray & DiCroce (2003) one of the primary trials that the NHS is currently facing is finding the essence of leadership- in what respect can a leader be effective to the organisation and service users when dealing with modernise technologies and new roles in
It also includes practices that are the unmistakable things we experience, see, listen, and feel in an association. Regularly they incorporate projects, strategies and methods, parts and obligations, and structures and different reports. Comprehensively they may incorporate dialect and acronyms, dress measures, and how work space is planned. Organisational culture is novel for each organisation and one of the hardest things to change. Change management is a way to deal with transitioning people, groups, and associations to a sought future state, for a change to occur the managers must pay close attention to the organisational culture which is the overall theme of an organisation.
Finally it is the capacity to lead. As said by Neely, et.al (2000) Leadership and the management are the two interlinked factors; it is not just the leader only who searches for the new ideas, in this process, the management also plays an important role. The management and the leader of the organizations need to work together for the success of the
Introduction: Any organization recognizes the significance of leadership and its crucial role in achieving their goals and success. In healthcare organizations, the complexity of the system and the difference in defining its success goals are reshaping the practice of leadership and its standards. According to House et al. (2002, p.5) a leader is able to influence, motivate, and enable others to contribute to the success of the organization or task. Healthcare and business settings are different in terms of goals and system contexts.
This affects a large proportion of people in the United States and other Western nations. Thus, creating effective health messages and rapidly identifying and adapting those to appropriate audiences are essential to achieving the healthy people. In response, social marketers have adapted commercial marketing for health purposes. Social marketing now uses commercial marketing techniques such as analyzing target audiences, identifying the objectives of targeted behavior changes, tailoring messages, and adapting strategies like branding to promote the adoption and maintenance of health behaviors. Key trends include the recognition that messages on health behavior vary along a continuum from prevention to promotion and maintenance, as reflected by theories such as the trans theoretical model; the need for unified message strategies and methods of measuring reactions and outcomes and competition between health messages and messages that promote unhealthy behavior from product marketers and
Empirical evidence has shown that rewards for performance is a strong management tool that can be used to create a high-performing organization as it motivates individuals to perform better as their contribution and efforts are being recognized, valued and appreciated. Research has shown that monetary rewards and incentives play an important role in attracting and retaining top-performing employees. Trahant & Yearout, (2006), suggested that employers have to ensure that meaningful rewards and incentives are set aside for outstanding performance of employees. Generally, incentives are regarded as variable payments made to employees or a group of employees on the basis of the amount of output or results achieved. Alternatively, it could be payments made with the aim of pushing employees’ performance towards higher targets.
Hence, the higher the power distance between employees and manager, the more effectively the manager to motivate the employees. (Patrick Rau, Jun Liu, Christian Juzek, and Christoph 2013,) Besides that, Japan is a collectivist community, so we can motivate the employees by providing group performance rewards or bonuses. This can lead the employees to build a good relationship between each other when competing for the reward. Not only that, less squabbling and more team work will occur when offer the group rewards
CRM is viewed as the overall process of building and maintaining profitable customer relationships by delivering superior customer value and satisfaction. The aim of CRM is to build long-term, mutually satisfying relations with customers in order to earn and retain business by delivering high quality products and services at reasonable prices over the time. In other words, instead of trying to maximize profits from each and every transaction, CRM focuses on maximizing profits over the lifetime value of the customer by creating and maintaining relationships. Benefits of