Introduction According to Schein (1992), organization culture is becoming very significant nowadays compared with the past because it will affect the overall performance of an organization. By understanding the organization culture, it enables managers to analyze the organization behavior in order to lead and monitor (Ojo, 2010). Organizational culture is the system of sharing the common actions, values and beliefs that develops within an organization despite the characteristic of the members are different and it will guides the behavior of its members (Schermerhorn et al., 2011, p 366). It acts as glue that holds the overall organization together with the common practices (Tichy, 1982). Pettigrew (1979) argued that style of an organization in conducting a business is mostly depends on the different level of culture based on the multifaceted set of beliefs, values and assumptions.
1.0 Introduction Today, organisations are facing challenges such as globalisation (Friedman, 2009). In order to keep up with the growing demands of consumers, organisations need to strategise to stay competitive. Often, Strategic Human Resource Management (SHRM) is implemented by organisations to build up competency and stay on par with competitors. SHRM consists of a set of practices that organisations employ to affect the attitude and performance of employees positively. These practices include selecting and recruiting of employees, skills training and development courses, creating a positive workplace and rewarding systems (Noe et al., 2014).
The ability of the employees to learn via thinking is an essential competency for the organization or the workplace, (Johnson, 1997). The authors have emphasized on the implementation of the resource-based view in the strategic leadership and management of the teams and organizations in general, and the use of the managerial skills in particular. This is a very important approach because the use of the resource based approach in general helps people working in teams to analyse the strengths and weaknesses in terms of the available resources for sustaining the competitive advantage. The managerial skills can be used by the team members when the resources of the firm are not adequate in order for creating a competitive edge. The managers working in groups can use their human, conceptual, and technical skills in order to achieve a distinctive position in the marketplace.
They are as follows: - Strategy and business need - Process and resource optimization - Role and responsibility Developing Job Descriptions Job description is an important document to articulate the important outcomes needed for an employee performing a particular job. The following are its multifaceted uses: - Advertising and hiring for open positions - Assessment during the selection process - Agreement between employee and management on scope of the role - Performance evaluation The figure below outlines the process for creating job descriptions: Wipro will collaborate with the stakeholders to determine and create accurate job descriptions using the below steps: - Creating roles with responsibilities for each function and operational unit - Determining and mapping skills for each
Yet contemporary research in fields as diverse as neurology, anthropology, sociology, management or psychology reveals the importance of sapient emotional management for intra and interpersonal balance in any type of environment. With proper education and persuasion these surveys can contribute to overhaul management practices and power relationships inside many organizations with sub-par work environments. Several factors must be taken into account to create a satisfying work environment: supervision of style, design and characteristics of the work, performance expectations, customer behavior, openness to track and report disruptive situations and access to
Span of control is used to determine an organisation structure and it is important as it increases the management effectiveness, increase the staff morale and spirit and ensures better staff supervision and control (Meier & Bohte, 2003). Q3. How realistic is the concept of multiple intelligence in an organizational context? Explain some important issues and considerations for decision makers? Multiple Intelligence is a theory used to explain how people utilize multiple intelligence ability in creating products and solving problems relevant to the area they are located.
Strategic change is the process of implementing change in a controlled, thoughtful way in an attempt to meet organizational aims, goals, objectives, and targets. Change is a requirement for the organization to continue to prosper and meet and surpass the challenge of industry competitors. There are a number of models for managing the change process. One of those models that is particularly well-known and beneficial in gaining an insight into strategic change management is John Kotter 's Change Model. The first model I will discuss is and John Kotter 's Change Model.
COMPETITITVE CHALLENGES AND EMPLOYEE CONCERNS AFFECTING HUMAN RESOURCES TODAY Competitive challenges Globalization: Human resource Management has to prepare their employees by training them to get the professional competitiveness in the global society. Also, they need to employ professionals from diverse cultures, languages and backgrounds and equip their organization towards global business environment. Use of Technology: With advancing technology, the HRM has to ensure training for the employees since some may be anxious or resistant to adapt to changes. The advancement in organizational technology too will advance privacy and security concerns, whereby the HRM should provide technical training to secure data and information.
It also links human resources strategies with the business strategies in the current and changing environment and also must have an eye on future pressures and needs and have strategies in place to address any changes. Workforce planning is a systematic, fully integrated organisational process that involves proactively planning ahead to avoid talent surpluses or shortages. It is based on the assumption that a company can be staffed more efficiently if it forecasts its talent needs as well as the actual supply of talent that is or will be
In the theory and practice of management, organizational development is one of the most increasingly important issues. It means the achievement of such a harmonious state of organizations, which matches the parameters of formal and informal organization and achieved the harmony of the goals of the organization's employees and the organization itself as a social phenomenon. To achieve such harmony, you need to have some tools for implementing organizational changes, understand the essence of social and psychological phenomena in the team of the organization, be able to influence them. This development is a strategic way which helps, on the one hand, to increase the overall effectiveness of the organization, on the other hand, to increase the sense of satisfaction and improve the working conditions of employees. The purpose of this work is to develop ways to improve the activities of the Quay International Convention Center as an OD practitioner.