Cherry (2016) mentioned that there are four characteristics of laissez-faire leadership style. The first characteristics is the employee will get only little guidance from the leader. The second characteristics is the employee has freedom to make decisions without hesitation to apply what they feel right. This is because the employees know many things on how to perform the work better than the employer. The leaders provide and prepare for the resources and the equipment needed in order to fulfill the employee needs.
Also ensures that the employee has potential to take up senior roles in the organization. Secondly have strong leadership and communication skills. 6.2 Application Process: Most of the times, the application process is not publicized in the organization. Normally these are communicated through their respective regional HR and CEO channel. Only major companies publish on their intranet for the global roles.
Since academicians in higher education work mostly by themselves to impart knowledge to their students, there was little impact of leadership styles on their turnover intentions. So even though leadership style has a bearing on employee turnover, yet it may differ from industry to industry and may depend on the nature of
These goods and services that are produced at a lower cost are not inferior goods they are comparable to other competitors. In Cost leadership strategy, a firm becomes a low-cost producer in its industry, has a broad scope, services many industries and may even operate in industries that are related to it (Porter 1985). Porters stated that firms with high market share are the ones which are profitable and these firms become successful because they pursue the cost leadership strategy. Some researchers have done some work on the statement by Porter and have made differentiations between cost leadership that is low cost strategies and best cost strategies(Tanwar 2013). They concluded that low cost strategy is not able to provide sustainability in an organisation in the long term and cannot provide a competitive advantage.
Thomas (1995) defines diversity as any mixture of components characterized by similarities and differences. The components of a diversity mixture include differences and similarities between and among races, ages, genders, educational levels, religious affiliations, geographical origins, and work styles. One study (Johnston & Packer, 1987), regards diversity as an important changes in the composition of the workforce such as the increasing number of women, racial minorities, senior workers, and immigrants. Cox and Blake (1991) view diversity as a business imperative and highlight that firms should understand how they value diversity to establish a competitive
Other than events, HIMSISFO also has trainings for its members called as HID (HIMSISFO Internal Development). Unfortunately, usually some members are lazy to join or busy, so they can’t join. Also, because the training is only once a year, the result of the training only gives small impact. In executing and realizing its vision and mission, HIMSISFO has done a good job. However, in order to get better result about its vision and mission, HIMSISFO still needs to focus more on student’s programs and its internal issues about members’
The prime responsibility for managing and implementing diversity and equal opportunity at workplace is the major responsibility of the employer. Managing diversity is linked with Human resource management practices in order to recognise its importance and help in addressing the issue of inequality prevailing within business environment (Wilson, 1999). Managing diversity on the other hand embraces methods, approaches, practices and policies at a level that goes beyond and within an organisation. According to Huxham & Vangen (2013), business case for managing equality and workplace diversity must recognise the complexity and relationship between the organisations. Thus, the socio-economic dimension is vital for understanding the communication of range of interests and how managing diversity can improve organisational efficiency (Bratton & Gold, 2012, pp 56).
On the other hand this benefit is not available in case of a sole proprietorship. Explaining some of the advantages of OPC, Corporate Affairs Minister Sachin Pilot stated in a recent press conference: “Small entrepreneurs can now set up ‘one person companies’ to directly access target markets rather than being forced to share their profits with middlemen… This would provide tremendous opportunities for millions of people, including those working in areas like handloom, handicrafts and pottery. They are working as artisans and weavers on their own, so they don’t have the legal entity as a company. But the OPC would help them do business as an enterprise and give them an opportunity to start their own ventures with a formal business structure.” A One Person Company being an incorporated entity will also have the feature of perpetual succession as it is a separate legal entity and will make it easier for entrepreneurs to raise capital for business. Also, since it will have lesser compliance burden compared to private companies, it can be preferred mode of business for small
Few are the companies or public entities available to receive students as trainees, according to a study about Employability and Higher Education (2002). Higher Education institutions acknowledge the importance of curricular internships, as these are seen as an essential condition to the articulation strengthening between the job market and the education institutions. The internship’s benefits for the student are diverse, not only by considering their integration in the job market and the improvement of their professional skills, but also by the relevance in the development of their social and interpersonal competences (Caires & Almeida,
Disadvantages of Outsourcing Just like any other controversial topic, there are a lot of heated debates over the impact of outsourcing on a company, its employees and the environment it operates in. There are just as many disadvantages to outsourcing as there are advantages, so I decided to focus again on what I believe to be the three key disadvantages of outsourcing: loss of domestic jobs, decentralization of business processes, and ethical challenges. Loss of Domestic Jobs As in the case of Lufthansa Group, outsourcing can sometimes imply the transfer of jobs between firms and/or nations (Sallaz, 2004). “Media analyses claim that anywhere from 250,000 to 500,000 business service jobs moved abroad between 2001 and 2003” (Little, 2004,