The attitude of employees in any organization determines how well the organization will survive in the business environment (Saari and Judge, 2004).However, work attitude is essential to the survival of any business. Susanty, Miradipta and Jie, (2013) contended that the exhibition of positive work attitude by workers in the organization always yield good result. Moorhead and Griffin (2001) argued that positive work attitude creates a good working atmosphere between teams. Saari and Judge (2004) elucidated that good work attitude of employees improves productivity. Another important aspect of employee attitude to work is that; it helps employees to make good decisions, in a manner that is required within the organizational setting (Newstrom …show more content…
For the purpose of this study, the human capital theory is considered.or
Human Capital Theory
One of the proponents of the human capital theory is Schultz in 1961 and developed by Becker in1994. According to the theory education or training raises the productivity of workers by imparting useful knowledge and skills, hence raising workers’ future income by increasing their lifetime earnings (Becker, 1994). The human capital model suggests that an individual's decision to invest in training is based upon an examination of the net present value of the costs and benefits of such an investment. Individuals are assumed to invest in training during an initial period and receive returns to the investment in subsequent periods. In his view, human capital is similar to physical means of production e.g factories and machines: one can invest in human capital (via education, training, medical treatment) and one's outputs depend partly on the rate of return on the human capital one owns. Thus, human capital is a means of production, into which additional investment yields additional output. Human capital is substitutable, but not transferable like land, labour, or fixed
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Job involvement is the degree to which employees immerse themselves in their jobs, invest time and energy in them, and view work as a central part of their overall lives (Newstrom and Devis, 2002). According to Singh et al., (1998) job involvement results in an individual’s tendency to exceed the normal expectation associated with his or her job (Hettiararchchi and Jayarathna,An employee with little job involvement will see it as just something to do to earn a living. Thus, all of his/her motivation is extrinsic and she/he has little or no interest on learning how to perform the job better. On the other hand, a person with a lot of job involvement will derive intrinsic satisfaction from the job itself and will want to learn more and more about how to perform the job effectively (Hettiararchchi and Jayarathna, 2014). Job involved employees tend to believe in the work ethic, exhibit high growth needs, and enjoy participation in decision making. The attitude of job involvement was initially presented by Lawler,
Rhetorical Analysis In the passage of “should everyone go to college”, the authors, Stephanie Owen and Isabel Sawhill argue on the question of whether college is the best choice for everyone and they make their argument very effective by adding detailed points within it. Some points that the authors make are the ideas of rate and variation of the return of education. Looking at the ideas and examples will show how the authors used them to make their argument effective. One of the examples of the author’s is the use of the rate of return on education.
Working within our school setting  we work in an open and transparent manor This includes ensuring , all doors have glass panels in or be left open so that we can be seen as we teach, this is set in place to discourage any false allegations of occurrences of abuse as it can be disproved and can also protect teachers them self from having abuse. By doing so we are allowing open teaching which can dissolve any accusations made by either students or staff. Listening to children-  All staff members to ensure they make time to listen to their pupils as it could raise concern regarding the child’s welfare as when a child is willing to speak and feels comfortable and safe enough to open up it is the staffs duty to ensure this child is listened to and taken seriously.
Human capital is referred to, “the talents that we have to do our jobs” (Aulette and Wittner 192). Some of the believe held toward women in the work force
What I feel the what the article is trying to say to me is that sometime you don't need college in life but if you want to do a jobs that need college then that is the only time you need college where if you need college and go straight to career and you know what to do then you should go to the work enforcement. Being in the work enforcement can give you one the hardest time just because people get pay like 12,000 a year where you are called poor and can't live with that. For me being in the career track you will need to know now what you want to do if your going to be in the work enforcement. But for me it depend on what you want to work at if you want to work that need a college diploma then you should go to college if you need just a high
Moreover, the employee get involved more to help the organization succeed.
Aside from an increase on health care expenditures used up by employees because of stress, disengagement is costly because disengaged workers had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects. In organizations with low employee engagement scores, they experienced 18% lower productivity, 16% lower profitability, 37% lower job growth, and 65% lower share price over time. Importantly, businesses with highly engaged employees enjoyed 100% more job applications. Happy people are more satisfied with their jobs and report having greater autonomy in their duties (Boehm & Lyubomirsky,
1.1: state the importance of positive and appropriate behaviour for leaning and work. In a workplace it’s important to have a positive attitude as well as behaving in a correct manner. Managers only expect certain types of behaviours e.g. Being helpful and having positive attitudes to be within the workplace. It is important to have positive attitude and behave because that will make an impact on the workplace.
Motivation at workplace There are two dimensions of motivation; internal and external. Internal motivation refers to personal interest in doing something and external motivation refers to be persuaded by someone’s activity. The characteristics of motives are identified as: individualistic, changing, may be unconscious, often inferred, and hierarchical (Reece, 2014). Most important fact to understand motivation is the theories. Many motivational theories have been developed over time to study human behavior at the workplace.
Flexible working hours helps guarantee the assigned work to be completed somehow. The employee can work extra hours to compensate for being unable to contribute to working full time on a particular day. This helps hike performance. Advantages and Disadvantages of Human Resource Practices.
The Harvard Model of HRM: Back in 1984, Beer et al developed the Harvard model of the HRM. Beer et al believe that the human resource is passes many of pressures nowadays, therefore, eliminating the pressures is required. These pressures could be eliminating by having a long-term perspective in terms of controlling people and potential assets rather than just variable costs. As a result, Beer et al approach the Harvard Model of the HRM. The purpose of this model is to solve the pressures that may occur in the HR of any organizations; these pressures include all management decisions that will affect the relationship between the organizations and their workers, in addition to a clear plan for the HRM policies and procedures by the manager of
CHAPTER TWO LITERETURE REVIEW 2.1 Introduction This chapter summarizes the information from other researchers who have carried out their research in the same field of study. The specific areas covered here are theoretical review, human resource planning objectives, approaches to human resource planning, importance of human resource planning, limitations of human resource planning, employee retention, empirical review and conceptual framework. 2.2 Theoretical Review According to Kerlinger (1979), a theory is a set of interconnected concepts or variables, definitions and propositions that presents a systematic view of a phenomenon by specifying relations among variables, with the purpose of explaining a natural phenomenon.
I would like to reflect upon how I manage my work priorities and professional development. In doing so I would go on to explain how I serve as a positive role model in the workplace through personal work planning and organisation, how I ensure personal work goals, plans and activities reflect the organisation’s plans, and own responsibilities and accountabilities. Then I will explain how I measure and maintain personal performance in varying work conditions, work contexts and contingencies, take initiative to prioritize and facilitate competing demands to achieve personal, team and organizational goals and objectives, use technology efficiently and effectively to manage work priorities and commitments, maintain appropriate work/ life balance, and ensure stress is effectively managed and health is attended to. Subsequently, I will discussion on how I assess personal knowledge and skills against competency standards to determine development needs, priorities and plans, seek feedback from employees, clients and colleagues and use this feedback to identify and develop ways to improve competence, identify, evaluate, select and use development opportunities suitable to personal learning style/s to develop competence. Finally, I will look into how I undertake participation in networks to enhance personal knowledge, skills and work relationships, identify and develop new skills to achieve and maintain a competitive edge.
Moreover, both job satisfaction and employee engagement are playing a significant role through accomplishing the organizational goals and objectives effectively and efficiency. Job satisfaction is important in the organizational settings, because according to Robbins and judge in 2013, first of all, job satisfaction affects productivity because several studies have stated that, the more employees are satisfied and happy, they more likely to have more products. Secondly, job satisfaction influences absenteeism, there is a negative relationship among job satisfaction absenteeism because satisfied employees are less likely to miss work. In the third place, job satisfaction again plays an essential role through the decisions of staying or leaving of the workers within the organization which is called turnover .in the fourth stage, job satisfaction is the main consideration of an employee 's organizational citizenship behavior (OCB), also the employees who are more satisfied are more likely to involve in OCBs, and talk more positively about the firm.
Human resource is a broader concept when compared to the human capital which has a narrow view. John R. Commons coined the term ‘human resource’ in his book “The Distribution of Wealth but did not further build upon it” during 1893. The term was extensively used during early 90s as the workers were seen as a kind of asset or capital. From the perspective of an organization, workers or the employees are seen as the capital to the company, and their values can be enhanced through further learning and development and is termed as human resource development. Human resources play an important role in the development and success of any organization.
Employees are considered as one of the most valuable assets for a company. They are the main force behind the company’s success. So happiness of employees is definitely a big factor in driving the company to meet its goals and reap the benefits. Now the question comes that does happy employees create happy customers. Well the answer is definitely yes.