...quote by CEO, Rogers: “So you’re convinced that we can’t locate this talent internally or develop it in the smart computer-trained kids working in our districts?” This is the gist of UPS's approach, which is, “given the proper tools, our people could do anything". In the 80's, although it had the most extensive ground network, UPS had fallen behind in certain technological innovations which required strengthening of its technological teams (later to be called Information Systems). In 1985 UPS had 700 personal computers in operation and in 1986 that number jumped to 4,000. Although the need to hire people from the outside was recognized as a necessity by most employees at UPS, it was not completely accepted. In his article, Cappelli brings four principles for talent management; the first principle is the most relevant in UPS case and says that talent management is an investment, not an entitlement. UPS indeed hired from the outside, but without skipping a significant investment in a slow and costly process of transfers and hires from within. I believe, this approach of internal transfers should be seen for what it is, an investment. From what was brought in the article, it seems that UPS did not succumb entirely to out-side hires nor did they over-force inside transfers, but it was enough to respect and withhold "promotion-from-within...
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...Organizational Culture and Communication on Employee Engagement” Submitted by Swatee Sarangi Under the Guidance of: Dr. R.K. Srivastava, PhD Director General, Sterling Institute of Management Studies Professor Emeritus, K.J. Somaiya Institute of Management Studies & Research Research Guide, SNDT University Submitted to SNDT University For The Degree of Doctor of Philosophy In Management Thesis Title : “Impact of Organizational Culture and Communication on Employee Engagement”. Name of the Candidate : Research Guide : Swatee Sarangi Dr. R.K. Srivastava Director General, Sterling Institute of Management Studies Professor Emeritus, K.J. Somaiya Institute of Management Studies & Research Research Guide, SNDT University Place of Research : K.J. Somaiya Institute of Management Studies & Research, Mumbai Registration No: Ref.No. Acad : RRC-26/2009-10/901 Signature of Candidate: Signature of Guide : TABLE OF CONTENTS CHAPTER 1: INTRODUCTION 1.1 Introduction to the Study 1.2 Employee Engagement 1.3 Drivers of Employee Engagement 1.4 Indian Banking Industry 1.4.1 Nationalization 1.4.2 Liberalization 1.4.3 Co-operative Banks 1.4.4 The Current Scenario 1.5 Opportunities and Challenges 1.6 Need of the Study 1.7 Key Concepts Explained in the Study 1.7.1 Organizational Culture 1.7.2 Organizational Communication 1.7.3 Employee Engagement 1.8 Benefits of the Study CHAPTER 2: LITERATURE REVIEW 2.1 Employee Engagement 2.2 Organizational Culture 2.3 Organizational...
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...------------------------------------------------- Task 1: Organization and Leadership Analysis Assessment Code: C200 Student Name: Student ID: Date: Student Mentor Name: Table of Contents Organization Overview 3 An organizational overview in a non-profit description of a job is an analysis of all the key shareholders of the organization. It would ideally be a catalogue of all necessary information that would help an external party to assess the organizational fit in a better way, and understand whether he/she is in total sync with the organizational goals, and the other beneficiaries(Ko\vsnarov\'a, 2013). Generally an overview is a summary of- 3 Organization Description 4 Leadership Practices 5 Relationship Between Leadership and Organizational Culture 7 SWOT Analysis 8 For the betterment of our understanding of the given topic, we are conducting a SWOT analysis of the organization. 8 Organizational Strength 8 Organizational Weaknesses 8 Organizational Opportunities 9 Organizational Threats 9 Leadership Evaluation 10 In this context I have chosen the situational leadership theory that according to me it was the ideal form of leadership being portrayed by Mark Benioff, for his organization. It is extremely relevant in this context and we can attribute the overall success of the leadership owing to the leadership qualities shown by him. 10 Leadership Strengths 10 Leadership Weaknesses 12 Recommendations for Leadership Development 13 References...
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...www.ccsenet.org/ijbm International Journal of Business and Management Vol. 5, No. 12; December 2010 Employee Engagement: The Key to Improving Performance Solomon Markos (Corresponding author) PhD Scholar, Department of Commerce and Management Studies, Andhra University Waltair, Visakhapatnam-530 003, Andhra Pradesh, India Tel: 91-996-664-1683 E-mail: solomonmarkos5@yahoo.com M. Sandhya Sridevi Professor, Department of Commerce and Management Studies, Andhra University Waltair, Visakhapatnam-530 003, Andhra Pradesh, India Tel: 91-984-884-2230 Abstract Employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto. If every part of human resources is not addressed in appropriate manner, employees fail to fully engage themselves in their job in the response to such kind of mismanagement. The construct employee engagement is built on the foundation of earlier concepts like job satisfaction, employee commitment and Organizational citizenship behaviour. Though it is related to and encompasses these concepts, employee engagement is broader in scope. Employee engagement is stronger predictor of positive organizational performance clearly showing the two-way relationship between employer and employee compared to the three earlier constructs: job satisfaction, employee commitment and organizational citizenship behaviour. Engaged employees are emotionally attached to their organization and highly involved in their job...
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...Appraisal on Employee’s Engagement in an Organization Dr.A Selvarasu Ph.D Professor of Marketing Dept. of Business Administration Annamalai University, Chidambaram Tamilnadu aselvarasu@gmail.com 1,2 N Subbu Krishna Sastry BSC (PME) MBA(HRM)(Ph.D) Professor Sarvodaya Evening College Deviah Park Sreeramapuram,Bangalore, Karnataka,India 2 Doctoral Research Scholar Bharathiar University Coimbatore, Tamilnadu oviansastry@gmail.com 1 Abstract: The Performance appraisal is one of the most important human resource management practices as it yields critical decisions integral to various human resource actions and outcomes. The purpose of this paper is to explore the relationship between perceptions of performance appraisal fairness and employee engagement in the business organization context. In this rapid-cycle economy, business leaders know that having a high-performing workforce is essential for growth and survival. They recognize that a highly engaged workforce can increase inno¬vation, productivity, and bottom-line performance, while reducing costs related to hiring and retention in highly competitive talent markets. The work climate and job characteristics have a differential effect on employee engagement. Both job and organization resources (performance feedback, autonomy, development opportunities, task variety, welfare, and support from line manager, colleagues and senior management) are linked to positive employee engagement of all types, and might...
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...BUSINESS Dissertation Effect of Work Motivation on Employment Satisfaction (Case Study of Employees at Tesco) Name: Student Registration: Module Leader: Workshop Tutor: Due Date: Executive Summary List of Abbreviations List of Tables and Figures Table of Contents Executive Summary 2 List of Abbreviations 3 List of Tables and Figures 4 CHAPTER 1 7 INTRODUCTION 7 1.1. Background of the Study 7 1.2. Rationale for the Study 9 1.3. Problem Statement 10 1.4. Research Objectives 10 1.5. Summary 10 CHAPTER TWO 11 LITERATURE REVIEW 11 2.1. Introduction 11 2.2. How Motivation can Enhance Performance 12 2.3. Factors Affecting Employee Motivation 12 2.4. Motivating Employees at the Workplace 13 2.5. Theories of Motivation 14 2.5.1. Maslow’s Hierarchy of Needs Theory 14 2.5.2. Herzberg’s Two Factor Theory 15 2.5.3. PERMA model 17 2.5.4. Financial 18 2.5.5. Non-financial 19 CHAPTER 3 21 METHODOLOGY 21 3.1. Introduction 21 3.2. Research Design 21 3.3. Population of the Study 21 3.4. Sample Frame 22 3.4.1. Questionnaire Instrument 22 3.4.2. Data Collection 24 3.5. Validity and Reliability 25 3.7. Data Analysis 25 CHAPTER FOUR 26 DATA PRESENTATION AND ANALYSIS 26 4.1. Introduction 26 3.2. Report on Findings of Specific Objectives 27 3.3. Report on Findings of General Objectives 29 CHAPTER 5 31 CONCLUSION 31 REFERENCES 33 CHAPTER 1 INTRODUCTION 1.1. Background of the Study...
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...speed of globalization, individual organizational changes, competition for the increasing intellectual resource and advances in technology are continuing to present novel and intricate challenges for HR functions and organizations in general. Work motivation and job satisfaction, two key elements that defines today is HRM and have gained more value in deployment and redeployment of talent as the shifts have had serious results to the roles and directions of HR leadership. Non-conventional resource management has in general, played important roles in business performance of business but this is slowly changing as HR takes center stage, this new ways that organizations have attempted to employ employee motivation to tap into job satisfaction, which in turn translates to higher employee output. Certain papers examined the challenges for businesses in creating and promoting the best HRM practices that are aimed at enhancing the performances of employees’ through implementation of varying strategies. Training, improved compensation and remuneration of employees, and other measures have been used to gauge motivation. On the other hand, job satisfaction shows the employees who are more concerned of their output. Today, businesses take considerable steps to improve the...
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...Pro Staffing Research for Outsourcing Payroll and Tax Services 03/15/2014 Table of Contents Project Scope 4 Requirements 4 Procurement Advantages 5 Savings Analysis 5 Procurement Disadvantages 6 Risks 6 Scoring Matrix for Procurement Proposals 8 Contractual Analysis 12 Considerations 12 Proposal Information 12 Legal Compliance Subjects 12 Proposal Questionnaire 12 Instructions to Proposers 13 Project Scope Pro Staffing research of outsourcing payroll and tax responsibilities versus in-house or new software package to evaluate which process will better meet the needs of corporation in both cost and quality of services. The analysis shows the cost savings for the procurement average 31% less than in-house management either by current processes or new software. Risk/ liability for Federal Tax withholding and reports is moved to the vendor. Requirements The solution needs to provide minimal 1. Direct deposit or mail for employees and contractual workers regular payroll, bonus pay, and expense checks 2. Handle workers compensation payment 3. Payroll withholding 4. Payroll tax management 5. Knowledge of international payments to employees or contractors 6. Online payroll management by Pro Staffing 7. Web access with required registration access for previous W2 and payroll check information for up to five years 8. Documents should be printable or delivery by mail 9. Strict documented protocol...
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...Employee productivity and job Satisfaction Research Project MSA 699 Sabrina Foster Central Michigan University Table of Contents Pages Number List of Tables List of Figures Chapter 1 Problem Definition 3 Chapter 2 Literature Review 6 Chapter 3 Research methodology 11 References 15 Appendix A Survey instructions 17 Survey/Interview Questions Chapter 1 Problem Definition Background Express is a fashion forward retail store with multiple locations worldwide. A unique fashion powerhouse selling both men and women clothing with over 30 years experience. (Express.com, 2014) “Express is not about a single point in time, but rather a spirit energy, and a belief that we can and will be the best retail fashion brand in the world” says Chairman and CEO Michael Weiss. (Express.com, 2014) Express associated with Limited brands, which are responsible for stores such as Bath and body works, Victoria’s Secret and The Limited. (Express.com, 2014) Leaving them with a rich brand history of success. The company has values they follow which have contributed to its success. These values are; do the right thing and do things right, begin and end with our customer in mind, passion with a purpose and performance matters. (Express.com, 2014) Employees working at Express are exceptional at creating a shopping experience similar to dining at a five star restaurant. From...
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...The Organizational Challenge: Independent Contractors September 30, 2009 Table of Contents Introduction……………………………………………………………………. 3 Background……………………………………………………………………. .4 Analysis………………………………………………………………………….6 Conclusion……………………………………………………………………….8 References……………………………………………………………………….9 Introduction “Culture” has become a common way of thinking about and describing an organization’s internal world--a way of differentiating one organization’s “personality” from another (Trevino, P-256)). Employees are brought into the organization’s culture through a process called socialization. Through socialization, employees are taught the ropes. Socialization can take place through formal training or mentoring, or through more informal transmission of norms by peers and managers. When effectively socialized, employees behave in ways that are consistent with cultural expectations. Organizational culture is created and maintained through a multifaceted of formal and informal organizational systems. Formally, organizational structure, selection systems, orientation and training programs, rules and policies, and performance management processes all contribute to culture creation and management. Informally, the culture’s norms of daily behavior keep the culture alive and indicate to both insiders and outsiders whether the formal systems represent fact or façade. Culture defines us and reflects the corporate public image. Ethics is an integral part of that organization’s...
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...Team B - Business Failure Analysis Jeffery Rhymes, Terri Zubrod, Abel Dominguez, Eric Paniagua, Su Rodriguez LDR/531 January 11, 2015 Professor David Warren Introduction The mission statement for Redbox and Blockbuster both have focused on providing customer satisfaction with media entertainment that includes movies and games. In the years prior to the inception of Redbox in 2002, Blockbuster offered customers a value price entertainment experience, combining the broad product depth of a specialty retailer with local neighborhood convenience (Poggi, 2010). Blockbuster Inc. was a global business with 8,000 stores and offered movie and game rentals for home use by consumers (Poggi, 2010). Since 1992, Outerwall LLC had looking for ways to provide value, convenience and simplicity to consumers and retailers with the kiosk brands best known, Coinstar a leader in money services and Redbox, the best value in home entertainment. Outerwall LLC has a network of more than 66,000 kiosks and will be re-imagining new retail solutions to fit everyday consumer needs for the present and the future (Outerwall.com, 2015). Blockbuster – Success and Failure Blockbuster’s vision Statement: "At Blockbuster, diversity means valuing differences. It's a corporate value that must be continually developed, embraced and incorporated into the way we do business" (Poggi, 2010). Blockbuster was a video rental store that started in Dallas, Texas the first store was opened in October, 1985 and the...
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...| Corporate Entrepreneurship | Strategic Management II | | MDI Gurgaon | 8/9/2014 | | Group 8 13P131 Ashir Madaan 13P168 Shivang Gupta 13P170 Shweta Verma 13P172 Siddharth Gautam 13P174 SK Armaan Sarkar 13P175 Sohan Shetty Contents Executive Summary 3 1. Introduction 4 2. Corporate Entrepreneurship 5 3. Google & Corporate Entrepreneurship 5 4. Strategies followed by Google 5 4.1 Involvement of top leadership 5 4.2 Project Kennedy 5 4.3 Launch & Iterate 5 4.4 Lead Users 5 4.5 Leveraging employees for fostering innovation 5 4.6 TGIFs & FIXITS 5 4.7 Googlegeist 5 4.8 Google Moderator 5 4.9 Google X & Moonshot mentality 5 4.10 Recruitment policy 5 5. Google’s eight pillars of Innovation 5 6. Results 5 7. Issues faced by Google with respect to Corporate Entrepreneurship 5 8. Conclusion 5 9. References 5 Executive Summary Corporate Entrepreneurship is a concept in Strategy whereby companies in order to trigger innovation in their organization tap into the entrepreneurial ability of its employees. The process of innovation can vary and methods are different for mature organizations and young organizations. In this project we have tried to review the how corporate entrepreneurship is employed in Google to innovate its products and services. As Google is a young...
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...William D. Inman Student ID# 1020398 Professor: Dr. Joe Flowers Executive Management MBA5000 September 05, 2015 Table of Contents Introduction………………………………………………………………………………………….…………………….………………………………………….3 Value and Vision…………………………………………………………………………………………………………………………..……………..4 Moral Intelligence: Enhancing Business Performance and Leadership Success The Ethics Recession: Reflections on the Moral Underpinnings of the Current Economic Crisis Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value Direction and Alignment…………………………………………………………………………………………………………………………5 Gut Feelings: The Intelligence of the Unconscious Psychological Capital: Developing the Human Competitiveness Edge Fish!: A Remarkable Way to Boost Morale and Improve Results Motivate and Empower………………………………………………………………………………………………………….………….…..7 The One Minute Manager Why Pride Matters More Than Money: The Power of the World's Greatest Motivational Force The Enthusiastic Employee: How Companies Profit by Giving Workers What They Want Learning and Change………………………………………………………………………………………………………………………………..11 Who Moved My Cheese?: An Amazing Way to deal with Change in Your Work and in Your Life Followership: How Followers Are Creating Change and Changing Building the Bridge as You Walk on It: A Guide for Leading Change Built to Change: How to Achieve Sustained Organizational Effectiveness Leading in global and multicultural society……………………………………………………..…………………………15 ...
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...Business Research Report Corporate Conscience and Its Effect On Companies Assessment Code: RWT1 Student Name: Student ID: Date: Mentor Name: Table of Contents Executive Summary…………………………………………………………………………………………………………………………………3 Introduction…………………………………………………………………………………………………………………………………………….3 Research Findings……………………………………………………………………………………………………………………………………5 Finding Number 1………………………………………………………………………………………………………………………………..5 Finding Number 2………………………………………………………………………………………………………………………………..6 Finding Number 3………………………………………………………………………………………………………………………………..7 Recommendations…………………………………………………………………………………………………………………………………10 Recommendation Number 1…………………………………………………………………………………………………………….10 Recommendation Number 2…………………………………………………………………………………………………………….11 Recommendation Number 3…………………………………………………………………………………………………………….11 Conclusion…………………………………………………………………………………………………………………………………………….11 Referrences…………………………………………………………………………………………………………………………………………..12 Executive Summary The specific purpose of this report is to investigate the claim that companies who adopt a culture of ethics and social responsibility are more efficient. The impact has been identified that this behavior could have inside on performance by adopting an intentionally conscious corporate culture and behavior. Research shows that responsible companies are more profitable, they become desired places to work, and people want to partner with responsible companies...
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...DRIVING CHANGE Change is the only constant thing in life. Tata motors went through a period of significant transition in 2001. A number of changes were worked out during that phase with respect to customer expectations, innovation strategy, and regulations governing safety and environmental protection and continual competitiveness in terms of cost. These changes were and are brought about by the company systematically driving its processes ahead through a high level of product and process innovations. Tata Motors has a long history of investment in R & D. It is a statement that has been corroborated by a very large number of business successes. The road treaded by Tata motors in 2001 required them to take lots of crucial decisions. At that point of time the company showed willingness to take risks and drive itself aggressively ahead. There is no doubt that Tata Motors will be at the forefront of the changes that will be evident in the automobile industry of the future. TATA MOTORS Tata Motors, division of one of the largest business houses in India has grown significantly over the last 64 years since its establishment in 1945. Tata Motors Ltd is India’s largest automobile company with revenue of about 14 billion dollars. It is the first company from India’s engineering sector to be listed in the New York stock exchange. Tata motors presence indeed cuts across the length and breadth of India. Over 4 million Tata vehicles ply on the Indian roads since the first rolled out in...
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