performance. The results revealed 79 Copyright © IAARR 2012: www.afrrevjo.net/afrrevijah Indexed African Researches Reviews Online: www.arronet.info AFRREV IJAH, Vol.1 (1) February, 2012 that, from the perceptions of the respondents, there exists a positive relationship between effective recruitment and selection practices, effective performance appraisal practices and Guinness‟s performance. The research did not gather sufficient evidence to conclude on how compensation, training and development practices
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and systems within an organisation, which surround a job. Leadership relies on personal power. This comes from the ability to develop strong and mutually rewarding relationships. It depends upon good interpersonal skills, positive personal characteristics and supportive behaviour. The key to leadership is influence. Leadership is a facet of good management but a leader does not necessarily have the positional power of a manager. The crux of this comparison between management and leadership is one
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impacted organisational development in many ways. The accelerating pace of evolution, especially in the field of technology, creates fundamental shifts and gaps in business operations. To address this pressing issue, organisations have to move forward in tandem with the pace of change in globalisation. Organisations go through various cycles in its quest for development. Hence, organisational development has been a widely discussed topic in the business world at large. Organisational change involves
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10.2013 Unit number and title Unit 2- Organisations and Behaviour H/601/0551 Assignment Report on Organizations and their Behaviour title In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found. Criteria referenc e 1.1 To achieve the criteria the evidence must show that the student is able to: Compare and contrast different organisational structures and culture Explain how the relationship between
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distinguish between the various types of employee rewards, including compensation, benefits and relational returns; describe the multiple purposes of a performance management system, including strategic, administrative, information, developmental, organisational maintenance and documentation purposes; describe and explain the key features of an ideal performance management system; create a presentation including persuasive arguments in support of an organisation implementing a performance management
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MGMT1135 – Assignment 2 Topic: Ethnic-based stereotyping in the workplace Introduction In this discussion, I will be looking at the topic of ‘Ethnic-based stereotyping in the workplace’. Stereotyping affects us all, and we do it every day, most of the time without us even realising it. Hopefully by the end of this discussion, I will have informed you of what the basic principles are behind specifically ethnic stereotyping, how it works, how it affects us and the workplace, and a quick look at
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be achieved by working within its bounds, valuing the system while at the same time creating room for new strategies to be introduced. Robbins, DeCenzo, Coulter and Woods (2012) define organisational culture as “the shared values, principles, traditions and ways of doing things that influence the way organisational members act”. Strategy needs to be supported by the organisations culture, so that strong power is held on individual’s motivation and that employees are committed to meet the organisations
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been growing interest in employee engagement within organisations, Saks (2006).This is due to the fact that many researchers have concluded that employee engagement is a key factor for an organisational success, Macey et al (2009). Despite the significance of employee engagement being linked to organisational success, it is clear that little empirical research has been undertaken, and little academic literature has been published. As Saks (2006) put it, “there is a surprising dearth of research
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| 1. Introduction 2. Findings 1. Motivational States of Costwise employees 2. Perceptions and attitudes 3. Summary of the main management and organisational problems 3.0 Conclusion 4.0 Recommendations 4.1 Motivation 4.2 Perception 5.0 References _ __________ 1.0 Introduction In the year of 2005, Orton
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What are the different forms of organisational learning and how can these concepts be useful? Organisations today are faced with a constant change and very turbulent economic environment. Due to fast growing economies and need to survive in such a “hostile” environment organizations are enforced to continuously seek for different approaches on how to achieve sustainable competitive advantage. As Senge (1990) remarks: "The rate at which organizations learn may become the only sustainable source
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