...CHAPTER 1 EXECUTIVE SUMMARY Executive-Summary: For several years now, 'employee engagement' has been a hot topic in corporate circles. It's a buzz phrase that has captured the attention of workplace observers and HR managers, as well as the executive suite. And it's a topic that employers and employees alike think they understand, yet can't articulate very easily. employee engagement as "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work". There are certain potential drivers, which are best suited to define the status of employee engagement, have been taken out of a pool of drivers suggested by various authors: 1 | Belief in Co’s direction | 15 | Leadership | 2 | Benefits | 16 | Organization Development | 3 | Career opportunities | 17 | Pay | 4 | Chief Executive Officer | 18 | Performance Review | 5 | Communication | 19 | Personal Growth | 6 | Company’s Values | 20 | Purpose in Life | 7 | Decision Making | 21 | Recognition | 8 | Direct Supervisor | 22 | Social Contribution | 9 | Environmental Mastery | 23 | Social Integration | 10 | Focused Work | 24 | Senior Managers | 11 | Human Resource Mgt. | 25 | Training & Development | 12 | Individual’s Own Values | 26 | Trust | 13 | Interpersonal Support | 27 | Work Group | 14 | Job Content | 28 | Work-Life Balance | Perrin‟s Global Workforce Study (2005)...
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...Patrick Zimmer Home | Projects | Music | Sitemap | Contact Genetic Engineering Essay Projects / Academic / Genetic Engineering Essay GENETIC ENGINEERING - The benefits and problems Genetic engineering is a powerful and potentially very dangerous tool. To alter the sequence of nucleotides of the DNA that code for the structure of a complex living organism, can have extremely ill effects although the potential benefits can be huge. Before advances in genetic applications, gene therapy was unheard of and genetic defects were always inherited, plaguing generations. Today genetic testing is widely available, such as prenatal karyotyping of chromosomes to check for genetic abnormalities. Genetic testing is also useful for families in which autosomal recessive disorders are known to exist, when these are planning to have children. In addition, genetic testing is available for people who might have inherited a genetic disorder which only becomes apparent later in life (for example Huntington's Disease). Individual choice decides whether a person would rather know if they are particularly vulnerable to certain diseases or more likely to die young. Knowing that your life may be short could inspire you to make the most of it while it could equally well cause severe depression. Today`s advances in gene therapy make it possible to even remove a faulty gene and replace it with a functioning gene in cells lacking this function. Though these techniques are available, they are still in...
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...MGMT 5522: Organizational Behavior Assignment No. 1 How to Motivate Fred Maiorino? Instructor Joan L. Slepian Submitted By Darshan Shah Fairleigh Dickinson University How to Motivate Fred Maiorino? Introduction:- Fred Maiorino was from one of the ‘Star Members’ of sale representatives of Schering-Plough – a pharmaceutical company. As a 28 years old college graduate, Fred Maiorino joined the Schering-Plough on March 26, 1956. Fred’s performance was outstanding and he always tried to give his best for his company. He received the company recognition and various performance awards for his excellent performance. In early 1987, Fred was elected as a top ranked representative for his territory. Despite of such an excellent working profile, Fred Maiorino faced many problems towards the end of his career. Due to unfair management practices and change in working environment Fred was fired from the organization. In my opinion, the management was partial and mismanaged in Fred’s case. New management would have been handled this case much better by motivating Fred Maiorino. Performance Equation:- [pic] Ability: Ability is the function which is derived by acquisition of knowledge and development of skills. It is clear from the given case that, Fred was very good at communication skills and he had maintained personal relationships with all the physicians while working. According to Gerald Novik, a Bordentown, New Jersey physician...
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...[Critical Evaluation of High Performance Work Systems] [Writer’s name] [Institute’s name] [Date] Critical Analysis of the Journal Article Introduction The article relates to a lot of companies gaining success in terms of sales as well as employment growth with the help of High Performance Work Systems (HPWS). The article suggests the enhanced business performance relating to HPWS which is valid but partial. Critical Analysis The article extends to the fact that there are a number of over-conceptual dilemmas relating to methodological problems stemming through High Performance Work Systems. The article does not include the neglected role played by employees as the primary recipients concerned with HPWS. The research does not extend to the notion of the impact on the employee outcome when there is integration of role played by organizational justice in terms of a foreseeable mediator for explanation of the ‘black box’ involving HPWS (Appelbaum 2013, 120). The article does not include the universal agreement for the term HPWS because of the differences existing in the theoretical, empirical as well as practical approaches which have been adopted. Apart from that, there can be description of patterns concerning innovative human resource, practices, work structures as well as procedures which can be reinforced for producing synergistic benefits. The article neglects the HR policy areas like sophisticated training and selection, appraisal and advancement based on behavior...
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...ECON1202 Quantitative Analysis for Business and Economics Course Outline Semester 1, 2014 Part A: Course-Specific Information Students are also expected to have read and be familiar with Part B Supplement to All Course Outlines. This contains Policies on Student Responsibilities and Support, Including Special Consideration, Plagiarism and Key Dates. It also contains the ASB PROGRAM LEARNING GOALS. Table of Contents 1 STAFF CONTACT DETAILS 1 1 1 2 2 2 2 2 3 3 5 5 5 5 6 7 7 8 8 8 8 9 10 11 11 11 12 13 13 15 1.1 Communications with staff 1.2 Pitstop and PASS 2 COURSE DETAILS 2.1 Teaching Times and Locations 2.2 Units of Credit 2.3 Summary of Course 2.4 Aims and Relationship to Other Courses 2.5 Presumed Knowledge 2.6 Student Learning Outcomes 3 LEARNING AND TEACHING ACTIVITIES 3.1 Approach to Learning and Teaching in the Course 3.2 Learning Activities and Teaching Strategies 3.2.1 Lectures 3.2.2 3.2.3 3.2.4 4 Tutorials Computing component Out-of-Class Study ASSESSMENT 4.1 Formal Requirements 4.2 Assessment Details 4.3 Tutorial Participation 4.4 Online Quizzes 4.5 In-tutorial Tests 4.6 Final Exam Format 4.7 Quality Assurance 5 6 7 COURSE EVALUATION AND DEVELOPMENT COURSE RESOURCES COURSE SCHEDULE 7.1 Lecture Schedule 7.2 Tutorial Schedule 1 STAFF CONTACT DETAILS Lecturer-in-charge: Dr Arpita Chatterjee Room: ASB 430C Phone: No: 9385 4314 Email: arpita.chatterjee@unsw.edu.au Consultation Times: Tuesday 2 – 5 pm Lecturer: Dr April Cai Room 432, ASB Building Ph 9385...
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...schemes, flatter organizational structures, increased employee training and development and continuous improvement is normally termed as a high performance work system (HPWS). However to be considered as an HPWS an organization must consider certain HR policies and approaches that will enhance its employee’s performance level. HPWS has been defined by Bohlander and Snell as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility”. According to Barnes HPWS comprises of three main components which comprise of “increased opportunity for employees to participate in decisions, employee training and employee incentives.” However due to the drastic changes in today’s work environment he also included technology as the fourth component of HPWS. The reason for this was the role that technology has started to play in dictating the organizational development. However it should be made clear that the technology has not to be a leading edge technology but in fact it should be competent enough to provide necessary infrastructure for communication and sharing information that is vital to business performance. Things to consider while implementing HPWS: According to one of the researchers, if organizations are fascinated in applying HPWS effectively in their organizations than they should ensure that the following characteristics are in place. * Self-managed teams and decentralization of decision making...
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...resource (HR) attributions, the signaling impact of enacted High-performance work systems (HPWS) on HR well-being and HR performance attributions, and how these influence happiness and the health related outcomes. Furthermore, HR well-being attributions were linked with larger amounts of duty and lower levels of workplace stress. The findings of the study highlight the importance of taking into account how employees attach meaning to enact HPWS in order to forecast employee outcomes. Firstly, the article talks about the association between HPWS and employee HR attributions. The level of coverage of HPWS practices in a work unit is positively associated with HR well-being attribution. It is mentioned that HPWS is a group of HR practices that intended to improve the performance of employee and enterprise by upgrading the quality of employees through training, motivation and opportunity to participate. HPWS express the five human resource activities that area selectivity in hiring, employee development and career opportunities, rewards, performance evaluation, and participation and communication. To the extent that HPWS practices offer employees direct benefits and socio-emotional resources, they can signal to them that the organization’s purpose is to invest in their development and to take care of their well-being. In addition, the article also cites that the level of coverage of HPWS practices in a work unit is positively associated with human resource attribution. The...
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...Working’ organizations. a) Define the phrase ‘High Performance Working’. (5 marks). b) Identify and justify the HR strategies which need to be implemented in order to develop an organization as a High Performance Working business. (15 marks) c) Outline the competencies required by senior HR professionals if they are to be taken seriously as agents capable of promoting high performance working in the organizations by which they are employed. (10 marks). The high performance working (HPW) model is often the model used by researchers investigating the people management/performance link. It aims to make an impact on the performance of the firm through its people in such areas as productivity, quality levels of customer service, growth, profits and ultimately, the delivery of increased shareholder value. Significant levels of employee engagement, commitment and involvement, with participatory mechanisms in place, so that employees are not merely instrumental in their orientation. HPW is a holistic, integrated and bundled set of HRM policies and strategies which cumulatively deliver high performance from the workforce. b) Implementing High Performance Working into HR Strategies there are certain measures that need to be considered: * Getting top management’s commitment, particularly to resource, to communicate and to demonstrate the required behaviors. (Managers are the key). * Getting the resources high performance needs both financial and risk taking eg new reward...
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... By- Tanzina-Shomy-Motahar Student ID –‘1322288’ Executive Summary This written report emphasised the constant achievement of about 2 travel businesses in 2 different countries named “Southwest Airlines, Dallas, TX, USA” and “Airport Express Train, Oslo, Norway”. It will also be studied the internal consistency of HR of both firms and how they achieved competitive advantages, success and conclusively touched the highest position through HPWS theory into the practices. Yet, both travel firms were monitored accordingly different methods like age, ownership, range of the company, competitive strategy, labour law and national framework, whereas both travel companies were accomplished success applying theory of HPWS into the practice. Generally, the Airport Express Train (AET) and the Southwest Airlines (SA) travel businesses are suggested to follow ‘the chain of impact framework’ as a recommendation for future success in travel business. This report will explain also how the HR and HPWS models are applied in this case. For example, SA company considered they can gain success continuously in any hard position like time of Great Recession (2009) because of the strengths of employee that’s why they contribute main concern to the employee of their company. Contents Page Number of page...
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...HPWS have emerged in response to international competition, new technology and increased customer demand resulting in a requirement for higher flexibility, higher product quality and higher performance (Lloyd, 2000). On one hand HPWS have been hypothesised as ‘win win’ systems that benefit both the employer and the employee whilst on the other hand their value seems to have been decreased by an increase in work-related health issues caused by work intensification and job insecurity. The aim of this report is to find out if this is factual. The report will be structured as follows, section one will discuss the background and principals of HPWS, section two will identify the outcomes and section three will discuss the conclusions. This report will discuss High Commitment/High Performance (HCHP), both of which theorise high levels of autonomy and discretion but both theorise different mechanisms. HCM is said to be the vehicle to HPM and emphases ’soft’ aspects of HRM such as job security, trust, and a strong psychological contract whereas HPM emphasises ‘hard’ aspects of HRM such as restructuring, performance related pay by linking employee effectiveness towards organisational performance. The premise behind HPWS according to Ramsay et al (2000) entails management ceding a degree of control to the workers, thereby attaining the commitment and motivation of the workers through specific ‘bundles’ or ‘systems’ of HRM practices that are mutually supportive and reinforcing...
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...2012 Liang, Marier, and Cui 55 S Y East Meets West P O S I U Strategic Human Resource Management in China: by Xiaoya Liang, Janet H. Marier, and Zhiyu Cui Executive Overview This paper outlines important ideological, institutional, and cultural contexts that shape what strategic human resource management practices are possible in Ghina. A detailed review of the main components of the high-performance work systems model suggests that when they are introduced into the Ghinese socioeconomic and political context, the cost-benefit calculus for high-performance work system human resource management practices is different from that in the U.S. context. Yet, in our review of Ghina-based strategic human resource management research we find the expected positive relationship between high-performance work systems and organizational performance in companies operating in Ghina. We conclude with a case example to illustrate how Ghinese firms might be both adopting and adapting the high-performance work system model to better fit their current cultural and economic context. T he Study of strategic human resource management (SHRM) emerged out of researchers' interests in understanding the relationship between human resource management and organizational performance (Delery & Doty, 1996; Kaufman, 2007). Since the late 1980s, most research evidence in this vein has been collected from firms located in the United States (see Combs, Liu, Hall, &. Ketchen, 2006; Huselid...
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...High Performance Work System is a name given to a set of management practices that attempt to create an environment within an organization where the employee has greater involvement and responsibility. More specifically, HPWS has been defined by Bohlander et al (2004) as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility” (Bohlander & Snell, 2004, p. 690). Barnes (2001) writes that the concept and ideas for high performance work systems has existed for quite some time and has its roots in the late twentieth century amid the upheaval in the United States manufacturing environment (Barnes, 2001, p. 2). During this period, the manufacturing industry in America had realized that global competition had arrived and they needed to rethink the ‘tried and true’ manufacturing processes. The concepts that arose out of these turbulent times are items that eventually would become key components of a high performance work system. The first component is the concept of “increased opportunity to participate in decisions” (Barnes, p. 9) for employees. The ability for an employee to participate in the decision making process is considered to be one of the key elements of an HPWS because it allows the employee to make decisions that effect their immediate environment, which in turn effect the entire organization. This participation provides leads to employees feeling more empowered, which leads to a more...
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...developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals (Nickels, McHugh, & McHugh, 2008). HRM is more than hiring and firing employees; HRM will allow KFF to succeed and grow even more competitive in the specialty food market as well as retaining the employees currently working at KFF. The employees will have the opportunity to grow professionally and personally with the HRM concept becoming a part of the organizational goal. When implementing HRM into an organization it is important to remember to apply this concept at the strategic level; this will enhance the organizations performance, including the ‘bottom line.’ Implementing an HRM system at KFF, like High Performance Work Systems (HPWS), Kathy must carefully analyze each individual’s strengths and weaknesses, goals, rewards and achievements, education, personal and professional...
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................................. 8 BARGAIN LABORER (EXTERNAL/COST HR SRATEGY) ......................................... 9 COMMITTED EXPERT (INTERNAL/ DIFFERENTIATION STRATEGY) .................. 10 FREE AGENT (EXTERNAL/DIFFERENTIATION HR STRATEGY) .......................... 10 ALIGNING HR STRATEGIES WITH COMPETITIVE BUSINESS STRATEGIES ......... 11 Table 1 Compitetive strategies and HR strategies ........................................................ 11 SHRM & ORGANISATIONAL PERFORMANCE ........................................................... 12 DEVELOPING & IMPLIMENTING A HIGH PERFORMANCE WORK SYSTEM (HPWS) ...................................................................................................................................... 14 Fig 2 Integrating Core functions to create a HPWS ....................................................... 14 Fig 3 Achieving HPWS...
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...suggest the effective ways, to overcome these issues. This organization is a public sector organization, so obviously it is a hierarchical organization. The work is well defined with no room for flexibility. From this mechanistic approach, the organization has to transform into an organic type of organization, in order to achieve the desired structure. Next identifies issue is lack of managerial skills in middle level managers. A training to upgrade their skills and tools like 360 degree feedback can be helpful. In addition to that, there is no platform where employees can go for training and development, rather than just relying upon managers; they can be benefitted by creation of a learning organization. This important characteristic of HPWS does, not only improves the performance, but also employee...
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