243). “How could such a large company fall so hard, so quickly?” The answer lies in the organizational culture. If corporate leaders encourage rule-breaking and foster an intimidating, aggressive environment, it is not surprising that the ethical boundaries at Enron eroded away to nothing. (Sims & Brinkman, 2003, p. 247). At Enron, executives used various mechanisms, such as attention, reaction to crisis, role modeling, allocation of awards, and criteria for selection and dismissal to create a culture that promoted unethical practices (according to Shein, 1985).
Corporate Social Responsibility usually relates either to political issues or to organizational level concerns and are often embedded in culture. The complexity of operation in a universal society places new and upcoming demands on corporations and their leadership. As the roles and tasks of government have been re-defined and the borders between corporate organization and government become less clear. Literature shows that business leaders are facing a number of challenges in a competitive environment. In the new age of CSR, the needs and demands of all the stakeholders, consumers, employees, national as well as global regulators, watchdogs, NGOs, and activist groups have to be
According to Boudreau and colleagues, a model of efficiency metric will measures the cost of work-life balance programs to determine the return on investment (ROI). While that is an indicator of how work-life balance programs affect the capacity and actions of employees in targeted talent pools, the other type of measurement concentrates on the real impact of work-life balance programs on organisational performance by measuring the value added to the organisation by a work-life balance program (Bardoel et al. 2008, p. 243). There are several key factors to be considered in measuring ROI of WLB programs, such as audience, culture, designing the data collection process, integrating findings and making projections and identifying the company’s primary goals. Recommended by Lockwood (2003, p. 6-7), the best five keys areas to consider in term of performance measurement are employee time saved; employee retention; increased motivation and productivity; absenteeism; and decreased health care costs and stress-related illnesses.
Motivation in the Workplace Motivation is referred to as “internal factors that impel action and to external factors that can act as inducements to action” (Locke and Latham 2004, p388). Motivation is an intrinsic part of any successful business, creating a work environment which not only pushes employees to reach their full potential but also nurtures their physiological and psychological needs. I will examine two motivational theories, firstly Herzberg’s Hygiene Theory, followed by Equity Theory. I will conduct a critical analysis of both theories highlighting the benefit of each theory from a managerial perspective and also bring forward any flaws or weaknesses I find. I will look at extrinsic motives; tangible/physical things e.g.
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of encouraging the people to work and do actions to accomplish the goals. In the work goal context the psychological factors rousing the people’s behaviour can be- Drive towards money. Ambition Respect and recognition Job satisfaction Team work, etc One of the most important functions of management is to interest the employees and motivate them to do the best in their work. Therefore, the leader needs to arouse this interest in the employees and make them work to the best of their capabilities.
We have come across various human resources and behavioral issues which we think play a significant role in their job satisfaction and morale. The purpose of the study is to describe the current level of job satisfaction and morale of the employees. MethodologyMethodology to be used Research included gathering both primary and secondary
How do you assess Apple 's competitive position in smartphones? Considering the position of apple in smartphone segment – iphone With the launch of iphone in the year 2007 Apples market share has been continuously growing. Product innovation and uniqueness are the main attributes that set it apart from other competitors. Its current market share is 12-15% and is growing. Continuous innovation and an elegant look of the phone are the main reasons why the market share continues to grow.
Background of the Study Globally, leaders need to view the new ever-connected world and the corresponding changes to business because directing an economy nowadays is completely different than it was ten, thirty, or fifty years ago. Nowadays, rules become more complicated and workers also are more educated, more demanding, and more sophisticated. Thus, leaders must start by taking full responsibility for the success and failures of their people in their organization. Indeed, rules are useful for they ensure clarity and consistency. Rules became and guide in most organizations and also allow people to get a grip on what they should be doing (Kaptein, M., 2012).
INTRODUCTION Successful public organizations look at employees as their primary resource for development. The emphasis is placed on active management of their resources. Motivation and satisfaction of employees are becoming key issues of contemporary organizations. The essential element of the human resources management is primarily a system of employee motivation. Different models and systems of measuring employee satisfaction and motivation are being developed in the context of human resource management.
In the views of Schumpeter, an entrepreneur is a synonym of self-destruction as they are the one to take risk, make new working combinations and reduces the out-dated and old working patterns of the business industry. We have many