Human Resource Management

Change process models, developed in the tradition of Lewin, tend to emphasize people as resisting change, portray leading and coping with change as discrete entities, and reify the organization. In contrast, this article reports on findings from two descriptive surveys examining leading and coping processes. Attitudes, opinions and organizational practices were investigated to identify and describe variability in change in financial service institutions in the City of London as led by top managers and as experienced by employees. A 'leading and coping with change' framework that emphasizes the social process dynamics of change is developed which managers can utilise as a conceptual tool to guide action. This is built around the finding that change leaders are themselves part of the process, and that the judgmental and cognitive processes which employees engage in, in their relationship with those leading change, is crucial.

Lean Six Sigma Improve Phase Tollgate Templates are a guide to Lean Six Sigma Green Belt, Lean Six Sigma Black Belt, and Lean Six Sigma Master Black Belt Projects. Lean Six Sigma Practitioners use the DMAIC (Define, Measure, Analyze, Improve, and Control) Phases. The Lean Six Sigma Improve Phase Tollgate Templates include the most common tools used in the Improve Phase. There are Backup Slides that include the tools and templates of Optional or less often tools. There are guidelines in the notes section. These templates are used to document Lean Six Sigma Projects as they are executed. There are checklists and guides to ensure the Improve Phase is completed and approved before moving to the next process improvement phase. I wish you well on your projects. Steven Bonacorsi, Lean Six Sigma Master Black Belt.

The purpose of this research is to test the influence of work and personal balance, servant leadership, the reward of employee engagement with job satisfaction variables as mediators. The type of research used is explanatory research with a quantitative approach. The research hypothesis is a theoretical model consisting of the influence of work-life balance, servant leadership, and reward with mediator job satisfaction that can be used to predict and explain the emee engagement (FIT) with empirical data. The research respondent is the employee of Bank X in Bandung as much as 205 employees while the method of measuring data using a work-life balance scale, servant leadership and reward as an exogenous with a mediator job satisfaction to the employee engagement as endogenous with RMSEA 0.049. Data analysis using structural equation model (SEM) by using linear structural model (LISREL) version 8.72. Hypothesis testing structural relations included 5 variables fit, has the meaning the m...

Because research is needed to identify the conditions that facilitate or impede the prevalence of perceived workplace discrimination, the authors examined the effects of demographics and demographic similarity on the prevalence of sex-and race/ethnicity-based perceived workplace discrimination. Results from a national survey of 763 full-time, United States employees show perceived sex-based discrimination at work was more prevalent among female than male employees, and perceived race-based discrimination at work was more prevalent among Black and Hispanic than White employees. Additionally, perceived racial/ethnic discrimination was less prevalent among those with same-race/ethnicity supervisors. The effect of employee-coworker sex similarity on perceived sex discrimination was significant only for women, and the effects of supervisor-subordinate racial similarity on the prevalence of perceived racial discrimination varied between Black and White respondents, depending on employee-residentialcommunity racial similarity.

A relationship between employee commitment to a supervisor and reduced levels of employee turnover has been found in previous research studies ). Since turnover is often associated with high costs, understanding how to retain valuable human resource talent is of increasing importance. In this study, Fields and Winston's (2010) servant leadership instrument, Becker, Billings, Eveleth, and Gilbert's (1996) employee commitment to a supervisor scale, and Stogdill's (1963) supervisor initiation of structure subscale are used to measure the predictive effect of servant leadership on employee commitment to a supervisor, beyond the effect of a supervisor's task-oriented behavior. One hundred and forty nine of 207 fulltime employees from a university in the U.S. responded to a web-hosted survey that was distributed via email. A multiple regression analysis was conducted that controlled for employee age, employee tenure with the supervisor, employee gender, employee/supervisor gender similarity/dissimilarity, and supervisor task-oriented behavior. Servant leadership was found to have a significant (p < .001) effect on employee commitment to a supervisor, shown by an increased R-Square value of 0.224 (22.4%). This study adds empirical evidence to the construct validity of servant leadership theory and the positive influence said behavior has on employee commitment.

ABSTRACT Lean Six Sigma Executive Overview (Case Study) Templates are a guide to Lean Six Sigma Green Belt, Lean Six Sigma Black Belt, and Lean Six Sigma Master Black Belt Projects. Lean Six Sigma Practitioners use the DMAIC (Define, Measure, Analyze, Improve, and Control) Phases. The Lean Six Sigma Executive Overview (Case Study) include the most common tools used in the DMAIC Phases. There are Backup Slides that include the tools and templates of Optional or less often tools. There are guidelines in the notes section. These templates are used to document Lean Six Sigma Projects as they are executed. I wish you well on your projects. Steven Bonacorsi, Lean Six Sigma Master Black Belt.

Previous empirical studies confirm that intellectual capital has a significant and substantive impact on performance. The purpose of this research is to examine the inter-relationships and interactions among intellectual capital components and business performance in the Portuguese banking industry. The concept of relational capital was extended to include 'stakeholder orientation' items. Model development and hypothesis testing was conducted using PLS on a sample of 253 respondents from 53 organisations. Results show a confirmation of previous studies as it relates to hypothesis testing but a difference in psychometric item evaluation given the unique geographical and sectoral context. Recommendations are then made for researchers and practitioners.

Purpose – The purpose of this paper is to investigate the relationship between human resource management (HRM) practices and workers&#x27; overall job satisfaction and their satisfaction with pay. Design/methodology/approach – The paper uses British data from two different cross ...

Objective: Discrimination against nonnative speakers is widespread and largely socially acceptable. Nonnative speakers are evaluated negatively because accent is a sign that they belong to an outgroup and because understanding their speech requires unusual effort from listeners. The present research investigated intergroup bias, based on stronger support for hierarchical relations between groups (social dominance orientation [SDO]), as a predictor of hiring recommendations of nonnative speakers. Method: In an online experiment using an adaptation of the thin-slices methodology, 65 U.S. adults (54% women; 80% White; M age 35.91, range 18 – 67) heard a recording of a job applicant speaking with an Asian (Mandarin Chinese) or a Latino (Spanish) accent. Participants indicated how likely they would be to recommend hiring the speaker, answered questions about the text, and indicated how difficult it was to understand the applicant. Results: Independent of objective comprehension, participants high in SDO reported that it was more difficult to understand a Latino speaker than an Asian speaker. SDO predicted hiring recommendations of the speakers, but this relationship was mediated by the perception that nonnative speakers were difficult to understand. This effect was stronger for speakers from lower status groups (Latinos relative to Asians) and was not related to objective comprehension. Conclusions: These findings suggest a cycle of prejudice toward nonnative speakers: Not only do perceptions of difficulty in understanding cause prejudice toward them, but also prejudice toward low-status groups can lead to perceived difficulty in understanding members of these groups.

Our research study investigated the primary research question: “What are the lived experiences of millennial women holding knowledge positions in South African metropolises that lead them to leave their organizations?” among 25 professional, millennial women in the main economic hubs of Gauteng and the Western Cape in South Africa. Secondary questions explored were: What the experience of resigning felt like for the women, the role of different identities in the experiences, and mechanisms that organizations could use to retain millennial women. For most women in our study, the experience of resigning was unpleasant; while for some, it was appeasing. This study also identified gender, age, race, dress-code, language, accent, relationship status, and country of origin as ideological identity-forming components that affect their experiences in the workplace. Organizational retention strategies identified were: (1) fostering diversity, (2) developmental support, (3) management support, (4) voice amplification, (5) enabling work environment creation, and (6) rewards and recognition. Based on the analysis of the findings, the effect of homogenous norms resulting from homosocial reproduction was then interpreted as the underlying essence of many of the participant’s lived experiences that led them to resign from their organizations.

The aim of this study is to assess the organizational commitment among shift workers in ferroalloy industries of Odisha, India. Odisha is an underdeveloped state of India having full of natural resources. Many industries, particularly based on ferroalloys, have been set up in Odisha. Organisational commitment has been always a major issue in all types of organizations. To establish possible relationship between organisational commitment and important demographic variable (e.g age, marital status, tenure, job level and gender), a cross-sectional survey was conducted using a convenience sample of 240 shift workers at five ferroalloy companies in Odisha. It is believed that this study can add a new understanding that can be used to improve the organizational practices in developing countries, such as India.

What incentives can the administrators of early childhood education facilities offer their staff in order to retain them? In light of research identifying low staff turnover as a key component of high quality early childhood education, the answer to this question has ramifications beyond human-resources management. This paper presents the results of a statewide survey of early childhood educators, which indicate that both personal factors (age and experience) and the availability of benefits are associated with intent to remain in the field. The applicability of these findings to employment policies in the field of early childhood education are discussed.

Management as argued by Gullick and Urwick, involves the act of "planning, organizing, staffing, directing, coordinating, reporting and budgeting”. However, in order to achieve the above functions, the human is needed because management cannot practically carry out its self without people that can make it happen. That is to say, the human is needed to carry out and apply the act of planning, organizing, staffing, directing, coordinating, reporting and budgeting that is required to achieve the set goal of the organization. Nevertheless, people are important in every business organization as they are the major tools used by the organization in coordinating other activities of the organization towards actualizing the national goal. The department set aside to also manage these people and their activities in every organization is refers to as the human resources management department, and it is also seen as a branch of management that is seen as the most important branch of an organization. It is in view of the above that this paper examined the importance, functions and challenges of the human resources manager or department as a branch of management and a department of an organization. This paper adopted the human relation theory and the Maslow hierarchy of needs, as the paper emphasized greatly that workers welfare is very germane, and seen as the best method to motivate workers and increase productivity, while data are retrieved from textbooks, journals articles, and internet materials as they are used in the justification of the position of this paper. The paper finally proffers workable solutions to the challenges of conflicts in an organization. This paper also emphasizes on the fact that the certification method of selecting applicants for an interview is not the best, as many applicants with higher grade certificates are found not being able to defend those certificates during the interview.

This short paper,  shows how executive coaching draws on psychotherapy, and offers insights into using psychodynamic and systems theory in coaching practice. 
To cite this paper:  Western, S. (2006) Look Who’s Talking, Coaching at Work. London: People Management, Vol. 1:2 pp. 31-34.

"Since its very inception, social work has been considered an organizationally based profession, with the majority of its workforce employed within formal organizations. Whether in nonprofit, for-profit, or governmental agencies, the practical realities of human service organizations are a central element of professional social work. This book explores the climate and culture of these agencies and provides essential information for surviving and thriving in this setting. It prepares students for their future careers so that they will feel empowered in their work and be able to fulfill their responsibilities toward organizational, community, and social change. Using real-life examples, the authors examine the internal structures of management, financing, and supervision and discuss common conflicts between agencies and professionals. The book’s straightforward tone and practical advice make it an asset to anyone entering human service organizations.

This new edition contains updated examples, case studies, and references. It also contains valuable information on the effects of the recent financial crisis on human service organizations. Agencies now face increased caseloads and more complex social problems with fewer resources and less money. Understanding how these events have changed the nature of human service organizations will allow students to be better prepared for the work ahead of them.

Features

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Expanded content on the practical aspects of organizational theory and suggestions for developing leadership skills
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Updated examples, case studies, and references throughout the book
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Key points and discussion questions following each chapter
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Updated instructor’s manual available online as a PDF or Word document"

Why do most leaders or managers elicit merely competent performance from their followers, while a select few inspire extraordinary achievement? Leadership expert Bernard Bass takes this question beyond the usual speculation, presenting original research that ...

The universalistic perspective of human resource management practices perceives that a set of practices can achieve competitive advantage and firm performance. This study sought to investigate the relationship between best human resource practices and firm performance. A descriptive survey
research design was used to gather primary data using self-administered questionnaire. The study population (n=312) was comprised of non-executives, executives, managers, and top management from seven major insurance firms at headquarters in the Klang Valley, Malaysia. The study found that performance appraisal, internal communication, SHRM alignment in the organization, and career planning were the human resource management best practices.

The CIPD's purpose is to champion better work and working lives by improving practices in people and organisation development, for the benefit of individuals, businesses, economies and society. Our research work plays a critical role -providing the content and credibility for us to drive practice, raise standards and offer advice, guidance and practical support to the profession. Our research also informs our advocacy and engagement with policy-makers and other opinion-formers on behalf of the profession we represent.

about contact donate submit articles photos videos mixed media the medes is a volunteer collective of academic writers, artists, photographers and videographers advocating for social change workplace violence (part one) by ken johnson. image by michael lokner. Cubicles workplace violence (part one) « the medes

This short essay explores the meaning of crossing borders in contemporary times. Borders are proliferating at a rapid rate, and paradoxically they are also being eroded at a rapid rate. This essay claims that this 'making and unmaking of borders' has a profound social impact, and is a central concern in our personal lives and in wider societal and political realms. The making and unmaking of borders produces fear, anxiety, security, liberation and emancipation depending on where you are in relation to the border. Dr Western explores borders utilising a psycho-social lens, revealing how we constantly have to cross and navigate borders, in the 'real world', digital and virtual world, and in our emotional worlds.

A good head and a good heart are a formidable combination" Nelson Mandela Emotional Intelligence is a dynamic force which acts as a guide to professional success. It is far more powerful than IQ. Without exaggerating the role of reason or IQ, we should learn to recognize our emotions, understand them, and handle them effectively. It can be distinguished from IQ by its emphasis on personal and social competencies like self awareness, persistence, etc. But it cannot be a replacement for ability, knowledge, or job skills. IQ is still important in workplace success since intelligence is paramount especially in jobs that require technical and conceptual ability. Many studies have concluded that emotional intelligence plays an important role in performing manager's job. It is assortment of non-cognitive skills, capabilities, and competencies that influences a person's ability to succeed in coping with demands and pressures of the environment. Successful top managers, particularly in multinational organizations, developed high levels of emotional intelligence. Emotional intelligence will help managers to understand the emotion and abilities of their employees. This article has been focused on the role of Emotional Intelligence and self motivational factors for Managerial success in Corporate World. It has been focused on measurement of Emotional Intelligence and Managerial Effectiveness, facial expressions to convey emotions, importance of Emotional Intelligence at work etc. Thus this article will give focus on measure of emotional intelligence and managerial effectiveness in the Corporate World.

This study sought to examine the relationship of strategic management practices and firm performance in Postbank. The study was guided by the following specific objectives: (i) to determine the competitive strategies adopted by Postbank; and (ii) to establish the relationship between the competitive strategies used by Postbank and its performance. A review of the relevant literature was undertaken in order to eliminate duplication of what has been done and provide a clear understanding of existing knowledge base in the problem area. The literature review is based on authoritative, recent, and original sources such as journals, books, thesis and dissertations. A case study design was used to undertake the study. The population comprised Postbank top revenue drivers, namely operations and marketing/customer service departments, which are divided into regions covering the whole country. A semi-structured questionnaire was used to collect primary data from the respondents. Statistical Package for Social Sciences (SPSS), version 19.0 was used as an aid in the analysis. Data pertaining to the profile of respondents were analyzed by employing content analysis while determining the link between the competitive strategies and organizational performance; the strategy related items were subjected to a factor analysis to test whether the strategic practices were naturally grouped into the various competitive strategies. The findings show that the strategies adopted by Postbank so as to cope with the competitive environment include vigorous pursuit of cost reductions, providing outstanding customer service, improving operational efficiency, controlling quality of products/services, intense supervision of frontline personnel, developing brand or company name identification, targeting a specific market niche or segment, and providing specialty products/services. The findings also show a significant relationship between the strategies adopted by Postbank in Kenya and their respective performances with respect to the following objective performance indicators: total revenue growth, total asset growth, net income growth, market share growth and overall performance or growth.

MPLEMENTASI TEORI KNOWLEDGE MANAGEMENT, BUDAYA ORGANISASI, DAN TEAM WORK UNTUK PENINGKATAN KINERJA MANAJEMEN PROYEK

Pada buku ini banyak penerapan Teori untuk dunia industri / Project Management serta membantu para Project Manager dapat mengatur pekerjaan mulai dari sisi pembuatan proposal, perencanaan,  engineering, produksi, quality control hingga delivery.  Juga peranan leadership dari pimpinan kepada bawahan.

The purpose of this document is to provide a clear picture of what has recently been ladled as toxic leadership. Extensive documentation found in the enterprise, military and scholars sectors as well as direct observation are the basis for a full definition of the term and will also serve as the evidence to the devastating consequences this practice have in any given organization. Toxic leadership, while at times seems to be effective, in fact is destructive in nature and disrupts the establishment of a common-centered organizational culture (Gilbert, Carr-Ruffino, Ivancevich & Konopaske, 2012).

The role of leadership in an organizational system has remained of central concern in organization studies. Over the time, the emergence of various theories has unfolded the unique influential roles of leadership embedded in organizational management. Among various leadership styles and theories, a relatively new concept of Authentic Leadership (AL) is worthy of attention with respect to the changing demands of the media industry. The origin of the concept of authenticity is found in ancient Greek philosophy and it is defined in history as “being true to oneself”. Trust is the basic constituent based on which people can count on one another and work together in a conducive environment. AL is an idea to leadership that focuses on developing leader’s legitimacy via “honest relationships with followers”. In this study, AL is measured through four dimensions that include Self-awareness, Balanced Processing, Moral Perspective and Relational Transparency. Media is expected to be a watchdo...

Leadership is everywhere: it has a dominant and privileged place in our society; it is constantly in our news, politics, businesses, films, books and magazines. Leadership is part of our social narrative, predominantly as a mythological force of goodness and success.
A key aim of this book is to deconstruct leadership, to challenge over-simplified accounts of leadership that may be desirable and offer us the comfort of ‘messiahs’ who can save us, but that actually distort leadership in unhelpful ways. Another aim is to reconstruct leadership, to offer new accounts of leadership for new times.
The  book identifies four dominant leadership discourses that have developed through socio-political and economic forces. The first 3 are Controller Leadership , Therapist Leadership, Messiah Leadership  reveal how leadership has developed in relation to changing contexts the past century. The final emergent discourse outlined is Eco-Leadership, and this chapter points to the need for new leadership for new times.

Because of rapid globalization over recent years, competition around the world becomes more intense, especially for the service industry with similar products. The most critical point for business to achieve success is not only the quality of products they supply, but the atmosphere of cooperating and the amount yielded from teamwork in retail sales. Therefore, it turns out to be essential for companies to motivate, reward and train their employees to be the best quality personnel.

The purpose of this article is to review spirituality at work literature and to explore how spirituality improves employees’ performances and organizational effectiveness. The article reviews about 140 articles on workplace spirituality to review their findings on how spirituality supports organizational performance. Three different perspectives are introduced on how spirituality benefits employees and supports organizational performance based on the extant literature: (a) Spirituality enhances employee well-being and quality of life; (b) Spirituality provides employees a sense of purpose and meaning at work; (c) Spirituality provides employees a sense of interconnectedness and community. The article introduces potential benefits and caveats of bringing spirituality into the workplace; providing recommendations and suggestions for practitioners to incorporate spirituality positively in organizations.