People and Organisations

Ethics and HRM As per, Winstanley, Woodall and Heery (1996), ‘Ethics is a special section of philosophy that connects with morality, that is concepts such as good and bad, right and wrong. Business ethics deals with the degree and extent of morality to be used in business. The present world focus more on ethical leadership. A relationship between business and its employee is now connected with the employment contract. The principal of ethical selection is followed by an ethical organization for hiring respective employees. In according to this an organization is mainly focused on hiring a person who can commit him or herself to contribute the maximum forwards increasing the long term value of the business. According to this principal factors like gender, age, nationality, and religion, are not relevant for hiring a person. Ethics in HRM confirms the obligations an employer has towards its employees in maintaining equality and quality justice. Areas of...

Organizational Culture Organizational culture is a widely used term but one that seems to give rise to a degree of ambiguity. Watson (2006) emphasizes that the concept of culture originally derived from a metaphor of the organization as ‘something cultivated’. For the past number of decades, most academics and practitioners studying organizations suggest the concept of culture is the climate and practices that organizations develop around their handling of people, or to the promoted values and statement of beliefs of an organization (Schein, 2004). Schein (2004) highlights that ‘the only thing of real importance that leaders do is to create and manage culture; that the unique talent of leaders is their ability to understand and work with culture; and that it is an ultimate act of leadership to destroy culture when it is viewed as dysfunctional’ (p.11). Culture therefore gives organizations a sense of identity and determines, through the organization’s legends, rituals, ...

OPPORTUNITIES TO IMPROVE EMPLOYEE ENGAGEMENT IN ORGANIZATION 1)Growth-Every employee wants to feel like they have an opportunity to learn and grow in the organization. If organization invest to more to learning and development it will be help to get employee discretionary energy, engagement and loyalty. 2)Happiness-Happiness can sometimes be a tough measure. General indicators for happiness at work are if an employee feels like they have autonomy over their work. If they feel supported and not overwhelmed with their work load and if they feel like they have a good work life balance. 3)Ambassadorship-The level of ambassadorship is really a measure of employee’s loyalty and what they say about company. It’s important for employees to be engage because the stories being told on the inside. Can be felt on the outside by customers. 4)Relationship to Peers-Employees have good relationships with one another. It’s important to focus on peer to peer relationship in ord...

Performance Appraisal Performance Appraisal is defined as a systematic process which the personality and performance of an employee is assessed by the supervisor or manager,  against predefined standards, such as knowledge of the job, quality and quantity of  output, leadership abilities, attitude towards work, attendance, cooperation, judgment, versatility, health,initiative and so forth. It is also known as performance rating, performance evaluation, employee assessment, performance review. Performance appraisal is carried out to identify the abilities and competencies of an employee for future growth and development. It is aimed at ascertaining the worth of the employee to the organization in works. Performance Appraisal is a part of performance  management.  It helps in gaining the competitive edge, by improving the performance level of the employees working in the organization, making rational decisions regarding hike in salaries, promotio...

The Five Stages of  team Development Each and every team goes through the five stages of team development. The first four stages introduced by Bruce Wayne Tuckman and its called Tuckman’s stage. These stage are functioning effectively together and delivering high quality results. In 1997 Tuckman jointly with Marry Anne Jensen added fifth stage to the above for stages. These five stages are 1.Forming 2. Storming 3.Norming 4.Performing 5.Adjourning Stage 1: Forming This stage take place the team meets each other first. In the first meeting team members introducing each other. They share information about each of them. And also they try to understand each other. They are effectively feeling each other how they work together. In this stage team leader should guide the team to work together and it is responsibility of the leader. Stage 2: Storming The team starts work together, they move in to the storming stage. This stage is un avo...

Employee Expectations To Improve employee retention and engagement in any organization need to understand of the employee expectations and what is the best way to how to address them in the modern business. I will be help to identify what employee want really in the modern business world. According to SHRM, the top five contributors to job satisfaction in 2017 were *Respectful treatments of all employees at all levels. *Compensation/Pay, over all *Trust between employees and senior management *Job security *Opportunity to use skills and abilities in work. The followings are illustrative examples of employee expectations. On boarding The expectation that employee will be provided with everything they need to do their job from the first day. An employee who is left to their own devices without assistance in navigating a new organization may quickly become disappointed. For example, getting days or weeks to grant system access. Hygiene F...