Organizational studies and human resource management Essays

INTRODUCTION 1.1 BACKGROUND OF THE STUDY Today, one of the major problems confronting management in an organization is the most effective way of putting the right persons at the right position. Management should identify and provide for its human resources to accomplish its task. Indeed, organization has to consider the development of ability, skills and knowledge of its employees more than any times (Nolan, 2002). The concept of organizational effectiveness is that organizations, as

Human resources are a set of individuals who make up the workforce of an organization, business sector or economy. “Human capital” is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and can contribute to an organization). Likewise, other terms sometimes used include "manpower", "talent", "labour" or simply "people". Human Resource (HR) professionals as change agents have the responsibility

The most commonly used measure of leader effectiveness is the extent to which the leader’s organizational unit performs its task successfully and attains its goals. Examples of objective measures of performance or goal attainment include profits, profit margin, sales increase, market share, sales relative to targeted sales, return on investment, productivity, cost per unit of output, costs in relation to budgeted expenditure, and so on. Leader effectiveness is occasionally measured in terms of the

Chapter 13 Case Studies of Leading Effective Teams Rakesh kawan International American University MGT 500: Organizational Behavior & Leadership Instructor: Sushil Pant October 22, 2014 Leading Effective Teams Team is termed as a group of people having common objective with a positive synergy to fulfill the goal. A good team building is an important task for the success and growth of an organization. Team effectiveness to the extent to which the team achieves its objectives, achieves the needs and

report concludes by recommending actions that could be undertaken to manage workplace bullying, to recognize and to act upon the said responsibilities in the pertinent areas. Introduction Most people think that bullying is very common nowadays. Studies commissioned by the Workplace Bullying Institute have shown that one in three employees has suffered

successful performance of an organization. According to Givens (2008), for developing organizational commitment among employees; employers or consult authorities should try to develop motivation of their employees to do something, and develop the awareness that they do have the ability to achieve the goals. Furthermore, Teachers should make their employees imagine appealing future outcomes. It reflects that for organizational commitment a person must have the ability to understand his abilities and must

of work and in many work places and fields around the world, the employees has experienced job satisfaction as an outcome of leadership styles. In general, research results suggested that in organizations which are more flexible and adopted the management type in communication and employees reward the latter more likely to be satisfied which results in the organization’s success.(Jill, McKinnon et al. 2003)

Introduction Organizational culture comprised of values, beliefs and ethics which motivate the employees to communicate with people. The main stability and outcomes of people based on organizational culture. The employees are expected to adopt these assumptions and innovation for precise their attitude and behavior according to the best alternative orientation. In every organization there is a positive environmental factors and some negative factors as will for

AN INVESTIGATION ON THE RELATIONSHIP BETWEEN LEADER AND FOLLOWER PSYCHOLOGICAL CAPITAL, TRUST AND JOB PERFORMANCE IN FINANCE ORGANIZATIONS Background and Significance of the study Today, there is an intensifying complexity of businesses, competition and turbulent environment. During this turbulent time, academics (Seligman, 2002; Luthans and Avolio, 2003) have emphasized the importance of hope, optimism, self-efficacy and resiliency. As per the findings of Luthans and Avolio (2003) the investigation

by showcase how important effective leadership is for an organization and the impact on employee performance and morale. Effective leadership like any other function or component of human resource management is supported by theories that focus on specific triggers that influence it. The theoretical pundits that study these functions have realized that in order for organizations to be competitive in the midst of global revolution, it is necessary to constantly monitor and change the methods they utilize

organization is termed as an organizational culture. Organizational culture has been a subject of concern time immemorial; with the huge number of people worldwide, it’s only inherent that the welfare of the workplace be of concern. Culture offers us a platform through which persons have a shared picture of “what is”. That which integrates people in any organization is the focus on merit of symbols and the ability to comprehend them. The core factors of organizational culture are a mission, ability

researchers defined the concept of employee engagement in the view of individual perspective or organizational perspective (4).according to the individual perspective of (name) employee engagement is Individual’s sense of purpose and focused energy, evident to others in the display of personal initiative, adaptability, effort, and persistence directed toward organizational goals (5).while (name) studied the organizational perspective and defined employee engagement as The degrees to which employees are satisfied

1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices

1. INTRODUCTION The paper studied Top Management Team (TMT) Diversity and Innovativeness: The Role of Inter-functional Coordination (IFC). And the hypothesis for the thesis is: The Effect of TMT Diversity on Innovativeness is Positive when Inter-functional Coordination increases. The main question of the research is: How is TMT Diversity Innovativeness based on Inter-functional Coordination? The sub questions are: what is TMT Diversity Innovativeness? How is Inter-functional Coordination? Finally

Driven by market imperatives to develop more efficient organizational structures and practices, there is an increasing importance among both academics and practitioners on behavioral competitive strategies that rely on core competencies and abilitiesbetween employees, as they provide the most effective response to market demands, also they are not easily imitated by competitors. Within the context a broadly defined High Performance Work System can be viewed as a crucial strategic lever, both as a

The inclination of an organization towards its human resources is a key task in survival, strategic success and efficient performance (Iveta, 2011), as the human resources singly known as the workers are fundamental, which goes in line with the African proverb as cited in (Tedam, 2013) which says A family (workers) is like a forest, when you are outside it is dense, when you are inside you see that each tree has its place. However, in line with Kristen (2011) an unsatisfied employee can only put

deviance behavior at work also has become the focus of an increasing number of research studies (Ones, Viswesvaran & Schmidt, 1993; Robinson & Bennett, 1995; Sackett & DeVore, 2001). Organizations need to bear the cost of lost productivity when employees engage in behaviors when they fail to turn up at all without any reasonable excuse. Example for workplace deviant behavior is sexual harassment and steal the organizational property also harm the effectiveness of the organization. Sexual harassment also

operations, especially in terms of human resource functions. Organizations may choose to operate in a union-free or unionized environment. This paper aims to discuss the differences from the organization's perspective in operating in a union-free environment versus a unionized environment. The memorandum will also examine the rights of the union, management, and employees in both environments. Additionally, the paper will discuss the impact of mergers on human resource functions, including work restructuring

history and current research that set the precedence for identifying human needs with the organization. Schein’s Career Orientation Inventory (COI) tool was used to provide career anchor indications of participants in addition to a demographic questionnaire to categorize results for statistical correlation. Findings show significant correlations between the determinants of independent and dependent variables referenced in the study, indicating the importance of identifying career anchors and motivators

INTRODUCTION Concepts like leadership, organizational culture and organizational innovation have been the focus of extensive research in the field of management sciences (Argyris, 1955; Likert 1961; Stogdill, 1963; House, 1971; Vroom & Yetton, 1974; Burns, 1978; Siegel & Kaemmerer, 1978; Miles & Snow, 1978; Ouchi, 1981; Bass, 1985; Schein, 1985; Quinn, 1988; Kotter, 1992; Brown, 1992; Scott & Bruce, 1994; Fiedler, 1996, Amabile, 1998, Hofstede, 1998). Organizational culture and leadership emerged as important