...Explain why organizational members focus on quality and continuous improvements • Describe work process engineering and its implications for HRM • Identify who makes up the contingent workforce and the HRM implications • Define employee involvement and list its critical components • Explain the importance of ethics in an organization. CHAPTER OVERVIEW The chapter’s opening vignette illustrates how Four Seasons Resorts and Hotels uses the Golden Rule to treat the employees as you expect them to treat the customer. While customers like to be pampered, so do the employees as evidenced by the Four Seasons being listed in Fortune magazine as one of the “Best Companies to Work For” every year since the list started in 1998. Overviews of today’s dynamic business world, highlighting cultural environments, globalization, technology, and social history evolution, set the stage for discussions about the implications to the HR field. These topics include: multicultural issues, global workforces, HRM technology, workforce diversity, labor supply and management, contingent workforces, decentralized work sites, continuous improvement, work process engineering, employee involvement, HRM challenges, and ethics. Additional Features of This Chapter Exhibits include: 1 – 1: Cultural Values 1 – 2: FexEx Corporation Diversity Mission Statement 1 – 3: The Contingent Workforce 1 – 4: Are...
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...Human Relations http://hum.sagepub.com/ 'Cultural diversity' at work: 'National culture' as a discourse organizing an international project group Ester Barinaga Human Relations 2007 60: 315 DOI: 10.1177/0018726707075883 The online version of this article can be found at: http://hum.sagepub.com/content/60/2/315 Published by: http://www.sagepublications.com On behalf of: The Tavistock Institute Additional services and information for Human Relations can be found at: Email Alerts: http://hum.sagepub.com/cgi/alerts Subscriptions: http://hum.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations: http://hum.sagepub.com/content/60/2/315.refs.html >> Version of Record - Mar 6, 2007 What is This? Downloaded from hum.sagepub.com at Univ of Newcastle upon Tyne on October 26, 2011 Human Relations DOI: 10.1177/0018726707075883 Volume 60(2): 315–340 Copyright © 2007 The Tavistock Institute ® SAGE Publications Los Angeles, London, New Delhi, Singapore www.sagepublications.com ‘Cultural diversity’ at work: ‘National culture’ as a discourse organizing an international project group Ester Barinaga A B S T R AC T Research to date concurs in maintaining that performance of nationally homogeneous workgroups differs if compared to heterogeneous ones. Yet, results are mixed on the relationship between cultural diversity and workgroup outcomes. The article argues that cultural...
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...Human resources management is a strategic and coherent approach to the management of an organisation’s most valued assets. (Armstrong 2006). It is also defined as the function responsible for establishing integrated personnel policies to support organizational strategy. Cole (2000). It is responsible for attracting, recruiting, and selecting, training and rewarding employees. In Zimbabwe Human resources management has been affected by a number of trends which are political, economic, socio-cultural, technological, legal, demographic and health related. Political Trends Human resources management has been affected by different political ideologies from those of the western world. Before the introduction of indigenization policy, investors were more than willing to invest in Zimbabwe. In 2008 the indigenization policy was introduced which stated that if a foreigner invests in the country he/she should partner with a local investor and the ratio of share should be 49:51 in which the local person gets higher or bigger share. (ZIMASSET 2013). On its introduction, investors lost confidence in doing business in the country as a result most companies that are foreign owned have been forced to close resulting in increase in unemployment levels. Economical Trends The Zimbabwean economy has been affected by brain drain since 2007. Brain drain being the loss of skilled, intellectual and technical labour through the movement of such labour to more favourable geographic, economic...
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...Human Resource Management Overview Name HRM/300 Date Instructor Name Human Resource Management Overview Human resource management (HRM) has a role that supports organizations in achieving their goals by hiring and maintaining effective employees. The human resource manager is in charge of the staffing, defining and designing work, and employee compensation and benefits. The goal for HRM is to make the most of the production of an organization by improving the success of the employees. Human Resource Management According to DeCenzo & Robbins (2007), human resource management will deal with the changing world and how it relates to the work field. HRM must “understand globalization, technology changes, workforce diversity, labor shortages, changing skill requirements, continuous improvement initiatives, the contingent workforce, decentralized work sites, and employee involvement” (DeCenzo & Robbins, 2007). Primary Function The primary functions of human resource management are overseeing department functions and managing employees. This includes strategic and functional responsibilities, compensation and benefits, training and development, recruitment and selection, and employee relations. Strategic Plan The strategic planning is when a company defines objectives and addresses any internal and external factors. The strategic planning process includes the mission and objectives, situation analysis, strategy formulation, strategy implementation, and...
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...The four types of organizational cultures are used by different organizations. Zappos.com is an example of a clan culture, AT&T is an example of a market culture, McDonald’s is an example of a hierarchical culture, and Apple is an example of a adhocracy culture (Culture Delight, 2009). The clan culture is very flexible and is internally oriented, and is associated with positive employee attitudes. There is a high morale among employees and empowerment, team building and employee involvement in product development is encourages. The market culture focuses on the external environment and is mainly controlled by these forces. A more structured organization with clear goals and a contingent rewards system is in place. Competitive advantage is the most central goal. The hierarchical culture in internally focused and controlled. Standardization, controls and a well-defined organizational structure aids in decision making. Controlled to minimize errors and remains consistent to achieve organizational objectives. The advocacy culture is externally focused and is very flexible, much like the clan culture is. Growth and innovation are highly regarded, with minimal rules to allow employee creativity. These four types of organizational culture are at the core of how a business operates. This leads up to managerial controls in a business, the next topic to be covered. Managerial control is an executive function involving three elements, i.e., standards, evaluative and corrective...
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...MarketingMarshall University Marshall Digital Scholar Management Faculty Research Management, Marketing and MIS 1-1-2001 Employee Relations Ethics and the Changing Nature of the American Workforce Chong W. Kim Marshall University, kim@marshall.edu Dennis Emmett Marshall University, demmett@marshall.edu Andrew Sikula Sr. Marshall University, sikula@marshall.edu Follow this and additional works at: http://mds.marshall.edu/mgmt_faculty Part of the Business Law, Public Responsibility, and Ethics Commons, and the Labor Relations Commons Recommended Citation Kim, C.W., Emmett, D., & Sikula, A., Sr. (2001). Employee relations ethics and the changing nature of the American workforce. Ethics & Behavior, 11 (1), 23-38. This Article is brought to you for free and open access by the Management, Marketing and MIS at Marshall Digital Scholar. It has been accepted for inclusion in Management Faculty Research by an authorized administrator of Marshall Digital Scholar. For more information, please contact zhangj@marshall.edu. clash between entrepreneurship and stewardship or capitalism and spiritualism remains. The war between economics a~d ethics continues, using newer concepts as surrogates for past phrases (Rice, 1994). However, whether explained by global competition, continuous improvement, reengineering, telecommunications, virtual employees, pay-for-performance, management by objectives, management by results, Total Quality Management, or value added situations...
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...LEADERSHIP AND CHANGE MANAGEMENT ANALYSIS OF LEADERSHIP THEORIES AND CHANGE MANAGEMENT CONCEPTS WRITTEN BY: ANKITA PATIL BATCH: BABM-1 UNIVERSAL BUSINESS SCHOOL CONTENTS Serial No. | Title | Page No. | 1 | INTRODUCTION | 3 | 2 | LEADERSHIP | 3 | 2.1 | LEADERSHIP APPROACHES | 4 | 2.1.1 | TRANSACTIONAL LEADERSHIP | 5 | 2.1.2 | TRANSFORMATIONAL LEADERSHIP | 6 | 2.2 | REALATION BETWEEN TRANFORMATIONAL AND TRANSACTIONAL LEADERSHIP | 7 | 2.3 | X AND Y THEORY | 8 | 3 | WHAT IS ORGANIZATIONAL CHANGE? | 9 | 3.1 | MODLE OF THE CHANGE PROCESS | 9 | 3.1.1 | FORCE-FIELD ANALYSIS | 9 | 3.1.2 | THE THREE STEP MODEL | 10 | 3.2 | TYPES OF PLANNED CHANGE | 11 | 3.3 | IMPACTS OF CHANGE | 12 | 4 | CONCLUSION | 12 | 5 | REFERENCES | 13 | 1. INTRODUCTION: I choose to do the live project in ‘Max Elastic Technocraft’ which is an upcoming elastic manufacturing company. The company’s manufacturing unit is based in Varap gaon, Kalyan-Murbad Road, Murbad. The company is under the SME segment and has annual turnover of Rs. 10,00,00,000. The company manufactures all kinds of elastic bands which include woven elastics, jacquard elastics, mobilon tapes, furniture elastic, shoe elastic etc. There are total 150 employees which includes 2 HR Heads, 10 managers, 20 assistant managers, 5 technical heads, 7 technicians, 10 operation managers, 3 finance officers. The rest are the workers who handle machines according to their shifts. There are 41 machines in the company. The company follows two...
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...Chun-Che Lai The objectives of this paper are to explore the effect of leadership style and job characteristics on job performance and examine the mediating effect of organization commitment on the leadership style, the job characteristics and the job performance as weii as to provide the management suggestions according the research findings. The questionnaires are appiied to the accountants of county/city government in Taiwan, and the convenience sampiing is adopted. The foiiowing research findings are described after conducting the statisticai anaiyses. Firstiy, this research finds that the more idealized infiuence for the county/city mayor is, the stronger abiilty of problem soiving for the associated accountants are. in addition, the better management by exception conducted by the mayor, the more abiiity of probiem soiving for accountants exists, and therefore the higher passion of innovation happens. Secondiy, this research also reveals that the more job autonomy, job importance, and job diversity happen, the stronger abiiity of probiem solving for the accountants are. Besides, the higher job autonomy for accountants exists, the higher passion of innovation happens. The mediating effect of organization commitment was found between transformationai ieadership and job performance, it indicates that organization commitment would be a mediator between transactionai ieadership and job performance. Key words: Leadership Styie, Job Characteristics, Organizationai Commitment, Job...
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...Strategic HR Management: linking HR function with strategic objectives of the organization in order to improve performance. • Measure HR effectiveness • HR metrics • HR technology (HRMSs) • HR planning Equal Employment Opportunity Compliance with laws Diversity of multicultural and global workforce Employment equity legislation Staffing Job analysis Job description/job specification Selection process Talent Management and Development Orientation Training Career Planning Performance Management Total Rewards Compensation (pay, incentives, benefits) Variable pay programs Health Safety, Security EAPs (Employee Assistance Programs) Health promotion Workplace Security Employee and Labour Relations Employee rights Policies and Procedures Union/Management relations Every manager in an organization does HR functions. Small company: less than 100 employees - shortages of qualified workers, increasing costs, increased wage pressures, increasing competition Medium sized companies: 100 to 500 employees HR Managers work with Operating Managers Management of Human Capital Physical Financial Intangibile Human Human capital/Intellectual capital: collective value of the capabilities, knowledge, skills, life experiences 60% of total operating costs Core competency: unique capability that creates high value and differentiates an organization from its competition. HR management challenges Globalization of business...
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...ics, which in turn has led to dramatic increases in wages for individuals with these skills.13 Employers that adopt new technology for any aspect of their operations will also have to consider how to tap into labor markets that have these new skills. Labor Unions Labor unions are legally protected entities that organize employees and bargain with management to establish terms and conditions of employment via a labor contract. About 12% of the labor force is unionized, with 7.4% unionization in the private sector and 36% in the public sector.14 Trends suggest a continued decline in private sector unionization as well as an increasing level of public sector unionization.15 Labor and management are required to bargain in good faith to try to reach agreement on the contract. Many staffing issues may be bargained, including staffing levels, location of facilities, overtime and work schedules, job descriptions and classifications, seniority provisions, promotions and transfers, layoffs and terminations, hiring pools, KSAO requirements, grievance procedures, alternative dispute resolution procedures, employment discrimination protection, and, very important, pay and benefits. Virtually all aspects of the staffing process are thus affected by negotiations and the resultant labor agreement. Labor unions thus have direct and powerful impacts on staffing and other HR systems. Even in nonunion situations the union influence can be felt through "spillover effects" in which management...
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...The most important goal of virtually all organizations is 1) _______ A) employee development. B) cost reduction. C) increased productivity. D) survival. E) profit. 2) Organization survival is often dependent on how well the organization can adapt. Which of the following behaviours on the part of individuals is necessary for the organization to survive? 2) _______ A) Being innovative. B) Performing their work in terms of productivity, quality, and service. C) Being motivated to join and remain with the organization. D) Being flexible. E) All of the above. 3) Which of the following statements best defines an "organization"? 3) _______ A) A group which accomplishes common goals through social interactions and individual effort. B) A collection of formally organized social entities. C) A social invention for accomplishing common goals through group effort. D) A social convention for accomplishing individual goals through group effort. E) A combination of people and physical capital designed to accomplish a common goal. 4) Organizational behaviour is interested in 4) _______ A) the structure of organizations. B) the formation of groups in organizations. C) the behaviours of individuals and groups in organizations. D) the attitudes of individuals and groups in organizations. E) all of the above. 5) ...
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...1. EXECUUITIVE SUMMARY Cultural influences on organizational cultures and practices have become a very important research topic in the field of management and organization since the last decades of the 20th century. National culture has been seen as one of the most influential situational factors, which determine organizational phenomena. More recently, after the collapse of socialism, the role of national culture in organizational practices in countries that are in transition is becoming a widely recognized and studied topic. However, empirical studies about cultural influences on organizational subcultures and leadership styles in Ethiopian organizations are not very frequent in contemporary literature. In fact, there are almost no relevant attempts to examine these phenomena. Nevertheless, after democratic political changes in May 1991, we can observe a growing interest in understanding national culture and leadership practices in Ethiopian organizations, as well as in the whole Ethiopian society. Therefore, the main purpose of this assignment paper is to investigate the influence of national culture on organizational culture and practices (subcultures and leadership styles) in Ethiopian organizations. Widely known Geert Hofstede’s value/belief theory of culture (Hofstede, 2001) with its theoretical and methodological premises has been used as a starting point of this assignment. 1 2. 2.1. LITRATURE REVIEW DEFINITION OF CULTURE We must first define...
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...skills; Identify the challenges and opportunities managers have in applying IB concepts; Demonstrate why few absolutes apply to OB Learning Outcomes: Define organizational behavior and identify the variables associated with its study; Describe the factors that influence the formation of individual attitudes and values; Apply the study of perception and attribution to the workplace; Define diversity and describe the effects of diversity in the workforce; Describe the nature of conflict and the negotiation process; Describe best practices for creating and sustaining organizational cultures; Describe best practices for creating and sustaining organizational cultures; Describe the components of human resource practices The Scenario The great global recession has claimed many victims. In many countries, unemployment is at near-historic highs, and even those who have managed to keep their jobs have often been asked to accept reduced work hours or pay cuts. Another consequence of the current business and economic environment is an increase in the number of individuals employed on a temporary or contingent basis. The statistics on U.S. temporary workers are grim. Many, like single mother Tammy Smith, have no health insurance, no retirement benefits, no vacation, no severance, and no access to unemployment insurance. Increases in layoffs mean that many jobs formerly considered safe have become “temporary” in the sense that they could disappear at any time with little warning. Forecasts suggest...
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...with predicting, understanding, describing, and controlling human behavior in an organizational environment. • OB has evolved from early classical management theories into a complex school of thought—and it continues to change in response to the dynamic environment and proliferating corporate cultures in which today's businesses operate. • The task of getting organizations to function effectively is a difficult one. Defining Organizational Behavior • Understanding one individual's behavior is a challenging problem in and of itself. A group, made up of different individuals and multiple relationships among those individuals, is even more complex… In the fact of this overwhelming complexity, Organizational Behavior must be managed. Defining Organizational Behavior • Ultimately the work of organizations gets done through the behavior of people, individually or collectively, on their own or in collaboration with technology. Thus, central to the management task is the management of Organizational Behavior. • To do this, there must be the capacity to understand the patterns of behavior at individual, group, and organization levels, to predict what behavior responses will be elicited by different managerial actions, and finally to use understanding and prediction to achieve control.“ http://www.answers.com/Organizational%20behavior Defining Organizational Behavior • Organizational Behavior is a field of study that investigates the impact that individuals, groups,...
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...trends in ob |Organizations have considerably emerged in the field of structure, operation and people in this modern era. Technical advancement has taken | |the place of manual man power. Quality based functioning is preferred than quantity based. Jobs have become instable and insecure for the | |subordinates. They have flat hierarchy and horizontal structure which based on the tasks to be accomplished. There is rapid increase in the | |competition in the market. Cross culture management has emerged which has given a considerable change in the role of sex differentiation. | |Organization has more emphasis on the sound system of training. The new systems demands for more technical issues, feedback, reference | |issues, normative issues, social feedback which helps in building an ability to perform the job efficiently. It has various features as they | |have to work on different legal, political and economic system, face tough competition from multinationals as well as from the local | |industries, need to be flexible, organizational structure is flat, prefer to appoint the people with global view, need to train multi skills | |to the employees, special training in respect of cross culture and socialization, to maintain a balance between the countries to maintain | |good relations for the sake of running effective business in their country. It is very essential to maintain global culture within the | |organizations to have effective and...
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