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Author: Rieke Weller
Publisher: GRIN Verlag
ISBN: 3668903727
Category : Business & Economics
Languages : en
Pages : 26
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Book Description
Research Paper (undergraduate) from the year 2018 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,3, University of Aarhus (Management), language: English, abstract: This study will examine this relationship empirically on a selected case to find out, whether supervisor feedback can be seen as a suitable means to improve business performance. Accordingly, the research question for this paper is the following: How can organizational performance be influenced by the relation between supervisor feedback and employee behaviors and attitudes? In times of fast changing work environments and demanding tasks for employees it is highly important to take actions and adjust the organization’s strategy to still secure a competitive advantage and high-performance outcome especially when competing in a market with strong competitors. Further, employees’ mindsets have changed over the last years and social criteria in their work environment are now more important than financial rewards. This is why the relationship between supervisor and employee is of increased importance and more and more employees yearn for personal development and responsibility to satisfy their individual needs. Based on Maslow’s Hierarchy of Needs prestige and the feeling of accomplishment is the last step before an individual demands self-fulfilling needs and can achieve one’s full potential. Hence, organizations should pay attention to satisfy this need in order to allow employees reaching the top level and add the highest value to the organization. Based on that, researchers within Strategic Human Resource Management (SHRM) have been encouraged “to explore whether and how Human Resource practices [...] affect employee attitudes and behaviors in ways that may further business strategy” (Storey, 2007, p. 173). SHRM provides guidance on how key issues of HRM can be managed strategically in the sense that they support the realization of the company’s goals. This relationship between bundles of Human Resource (HR) practices, also called High-Performance Work Systems (HPWS), and behaviors is influenced by various employee attitudes.
Author: Rieke Weller
Publisher: GRIN Verlag
ISBN: 3668903727
Category : Business & Economics
Languages : en
Pages : 26
Get Book
Book Description
Research Paper (undergraduate) from the year 2018 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,3, University of Aarhus (Management), language: English, abstract: This study will examine this relationship empirically on a selected case to find out, whether supervisor feedback can be seen as a suitable means to improve business performance. Accordingly, the research question for this paper is the following: How can organizational performance be influenced by the relation between supervisor feedback and employee behaviors and attitudes? In times of fast changing work environments and demanding tasks for employees it is highly important to take actions and adjust the organization’s strategy to still secure a competitive advantage and high-performance outcome especially when competing in a market with strong competitors. Further, employees’ mindsets have changed over the last years and social criteria in their work environment are now more important than financial rewards. This is why the relationship between supervisor and employee is of increased importance and more and more employees yearn for personal development and responsibility to satisfy their individual needs. Based on Maslow’s Hierarchy of Needs prestige and the feeling of accomplishment is the last step before an individual demands self-fulfilling needs and can achieve one’s full potential. Hence, organizations should pay attention to satisfy this need in order to allow employees reaching the top level and add the highest value to the organization. Based on that, researchers within Strategic Human Resource Management (SHRM) have been encouraged “to explore whether and how Human Resource practices [...] affect employee attitudes and behaviors in ways that may further business strategy” (Storey, 2007, p. 173). SHRM provides guidance on how key issues of HRM can be managed strategically in the sense that they support the realization of the company’s goals. This relationship between bundles of Human Resource (HR) practices, also called High-Performance Work Systems (HPWS), and behaviors is influenced by various employee attitudes.
Author: Lindsay G. Oades
Publisher: John Wiley & Sons
ISBN: 1119124115
Category : Psychology
Languages : en
Pages : 599
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Book Description
A state-of-the-art psychological perspective on positivity and strengths-based approaches at work This handbook makes a unique contribution to organizational psychology and HRM by providing comprehensive international coverage of the contemporary field of positivity and strengths-based approaches at work. It provides critical reviews of key topics such as resilience, wellbeing, hope, motivation, flow, authenticity, positive leadership and engagement, drawing on the work of leading thinkers including Kim Cameron, Shane Lopez, Peter Clough and Robert Biswas-Diener.
Author: Michael Armstrong
Publisher: CIPD Publishing
ISBN: 9780852929230
Category : Business & Economics
Languages : en
Pages : 284
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Book Description
How can strategic HRM make a significant impact on bottom-line performance? The authors have drawn on previously unpublished research to provide authentic voices from real-life managers discussing how they set about developing and implementing HR strategies. The research includes interviews with HR Directors and Chief Executives from a variety of organisations including The Childrenâ¬"s Society, Homebase and Lloyds TSB. Overall the text demystifies the concept and practice of â¬Sstrategic HRM⬠, placing it firmly within the context of the wider organizational strategy and business goals.
Author: Evan M. Berman
Publisher: CQ Press
ISBN: 1071809261
Category : Business & Economics
Languages : en
Pages : 670
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Book Description
Human Resource Management in Public Service: Paradoxes, Processes, and Problems offers provocative and thorough coverage of the complex issues faced by employees and managers in the public sector, including managing under tight budgets with increasing costs, hiring freezes, contracting out, and the politicization of the civil service. Continuing the award-winning tradition of previous editions, authors Evan M. Berman, James S. Bowman, Jonathan P. West, and Montgomery R. Van Wart encourage active learning through various skill-building exercises and a mixture of individual, group, and in-class tasks. The Seventh Edition includes new examples on how COVID-19 has disrupted the workplace, equity and racial discord, organizational diversity, employee engagement and motivation, leadership development training, work-life balance, gender-based inequities, behavioral biases in appraisal, and unionization trends.
Author: David E. Guest
Publisher: John Wiley & Sons
ISBN: 1118482638
Category : Business & Economics
Languages : en
Pages : 351
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Book Description
The link between HRM and performance has become an important policy issue at both a national and a corporate level. HRM and Performance draws on the knowledge and expertise of a number of leading international scholars in the field of HRM to provide a comprehensive overview of the current state of HRM and identify fruitful directions for theory, research and practice. A central question throughout is - what's next for HRM and what are the keys to the future of managing people and performance?
Author: Paul Boselie
Publisher: McGraw Hill
ISBN: 1526849526
Category : Business & Economics
Languages : en
Pages : 361
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Book Description
The highly anticipated third edition of Strategic Human Resource Management offers a fresh perspective on SHRM. Bringing together a wealth of expertise in HRM, Work and Organizational Psychology and Organizational Behaviour, the authors provide a balanced approach to structuring and solving real-life HR issues in organizations. This new edition aligns Human Resource practices with both the internal and external organizational context and takes a critical perspective on economics, sustainability, psychology, sociology, and industrial relations. Its unique multi-level approach includes the individual employee, teams, business units, organizations, sectors, and countries to build a more balanced people management value chain. New additions: • New chapter on Career Development • New Activity Boxes to encourage practical application of theory • New case studies throughout, including Google, easyJet and Ikea • Major revisions to chapters to highlight sustainable career development, employability, digitalization, and diversity • Major update of the scientific literature references Key Features: • Cases and Discussion Questions provide real-world scenarios and issues to illustrate contemporary HR issues in practice • Stop and Reflect Boxes throughout each chapter are designed to encourage students to critically evaluate topics and issues raised and how they can be applied to real-life situations • Personal Development Boxes help students think about how to link theoretical concepts with the development of personal skills appropriate to effective HRM • Experiential Exercises present ‘Individual’ and ‘Team’ tasks that can be used as in-class exercises encouraging students to learn from direct experiences Paul Boselie is Professor in Public Administration & Organization Science at Utrecht University, the Netherlands. His research traverses human resource management, institutionalism, strategic management and industrial relations. Beatrice van der Heijden is Professor in Strategic Human Resource Management at Radboud University, the Netherlands, and Head of the SHRM Department. Her research and teaching are focused on strategic human resource management, sustainable careers, employability, and aging at work.
Author: Paul Boselie
Publisher: McGraw Hill
ISBN: 0077145631
Category : Business & Economics
Languages : en
Pages : 325
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Book Description
Now in its second edition, Strategic HRM: A Balanced Approach has been updated and revised throughout to examine the latest in theory and practice. Central to its theme is putting HRM in its organizational context and creating a more balanced approach to managing people – ‘HR sensitivity’. To illustrate how understanding context is key to successful strategic HRM, this text doesn’t offer best-practice solutions but takes a critical perspective HRM builds on economics, psychology, sociology and industrial relations. It’s a multilevel approach that includes the individual employee, teams, business units, organizations, sectors/populations, and countries. Key additions: •New chapter on talent management •New chapter on strategy implementation •New cases studies, including CERN IKEA and Efteling •Major revisions to chapters on achieving the right balance and HR roles. Key Features: •Cases and Discussion Questions provide real-world scenarios and issues to illustrate contemporary HR issues in practice •Stop and Reflect Boxes throughout each chapter designed to encourage students to critically evaluate topics and issues raised and how they can be applied to real-life situations •Personal Development Boxes help students think about how to link theoretical concepts with the development of personal skills appropriate to effective HRM •Experiential Exercises present ‘Individual’ and ‘Team’ tasks at the end of each chapter that can be used as in-class exercises encouraging students to learn from direct experiences •Chapter Summaries provide links to learning objectives to help students remember key facts, concepts and issues. They also serve as an excellent study or revision guide •References and Further Reading list the literature referred to and highlight sources to help students to research and read around the topic in more depth. Strategic HRM: A Balanced Approach offers an engaging and comprehensive discussion of the factors that shape Human Resource Management (HRM) in organizations. Paul Boselie is a Professor in Strategic Human Resource Management (SHRM) in the Utrecht University School of Governance at Utrecht University (the Netherlands). His research traverses human resource management (HRM), institutionalism, strategic management and industrial relations.
Author: George F. Dreher
Publisher: McGraw-Hill/Irwin
ISBN:
Category : Business & Economics
Languages : en
Pages : 364
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Book Description
This is a new kind of human resource management text because it is written with the general manager in mind. The text provides a base of key organizational behavior material on why employees behave as they do and how to promote behavior required to implement a focused business strategy using staffing, development and reward systems. Organized around the concept of creating integrated HRM systems, students first learn about the processes that explain work behaviors. Students are then acquainted with key issues such as linking HRM systems to a firm's business strategy. That knowledge is then used to design an integrated set of HRM practices promoting the behaviors needed for a particular organization. The text provides detailed and practical examples of the entire process of assessing an organization and designing integrated staffing, development and reward practices. As a result, students become better informed "consumers" of the specialized services provided by in-house human resource professionals and outside consultants and gain insight into how to translate theory into practice.
Author: Peter A. Bamberger
Publisher: SAGE
ISBN: 0761914250
Category : Business & Economics
Languages : en
Pages : 228
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Book Description
Applying an integrative framework, the authors review 20 years' worth of empirical and theoretical research in an attempt to reconcile often conflicting conceptual models and competing empirical results. This book presents much of the relevant research in the context of the critical strategic decisions that executives are often forced to make with regard to human resource investments and developments.
Author: Fawziya Al Araimi
Publisher: AuthorHouse
ISBN: 1456786695
Category : Reference
Languages : en
Pages : 156
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Book Description
The book entitled Power of Human Resources showcases the growing importance and centrality of HR function from the perspective of modern firms. It highlights the changing face of modern HR from being merely considered as an administrative adjunct to evolving as a strategic business partner, an employee champion and a key change agent. Companies have realized that in order to gain competitive advantage, improve employee motivation and boost overall organizational performance HR functions need to be integrated as a crucial part and parcel of the modern organization. Effective management of human resources can be slated to have multidimensional benefits for investors, managers, employees and even consumers. For defining organizational success, every manager must understand the language of human resources and how it relates to every facet of the organization. This book attempts to comprehensively deal with all the core functions of HR such as Strategic HRM, recruitment & selection, training, performance appraisal, compensation and job design by presenting a well balanced fusion between theoretical and practical domains related to human resource management. The intention of the author has been to create a one stop quick reference tool about HR for catering to the needs of managers, HR professionals and even post graduate students. The author is a senior HR professional with over two decades of strategic expertise in HR management, is an MBA from Wales University and is a wharton fellow.
