Employee can express job dissatisfaction in a number of ways. For example, rather than quit, employees can complain, be insubordinate, steal organizational property, or shirk a part of their work responsibilities. Following figure offers four responses to job dissatisfaction that differ from one another along two dimensions: constructive/destructive and active/passive. They are defined as follows: Exit: Behavior directed toward leaving the organization, including looking for a new position as well as resigning. Voice: Actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and some forms of union activity. Loyalty: Passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism and trusting the organization and its management to “do the right thing”. Neglect: Passively allowing conditions to worsen, including chronic absenteeism or lateness, reduced effort, and increased error rate. Exit and neglect behaviors encompass our performance Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Introduction to Emotional Intelligence – Definition and Nature
Classic Intelligence and rational thinking have dominated Western Society for centuries. It was Freud who showed, through his analysis of the unconscious, that there is more to us than rational thinking. Since Freud, the development of psychology has brought the insight that a person’s actions are not just rational or logical, Emotional Intelligence seems a good name to name our “non-rational” way of thinking and being. “In the last decade or so, science has discovered a tremendous amount about the role emotions play in our lives. Researchers have found that even more than IQ, your emotional awareness and abilities to handle feelings will determine your success and happiness in all walks of life, including family relationships.” (John Gottman, Ph.D) What is Emotional Intelligence? Quite simply, emotional intelligence is the intelligent use of emotions: You intentionally make your emotions work for you by using them to help guide your behavior and Continue reading
ADRM Model of Human Resource Management
The employees of any organization are main characters play a vital role in the achieving the successive goals of any organization. In this regards, it is quite essential that the personnel should be provided with the secure environment as well as the satisfaction about their job while they serve an organization. An employee who feels secure better concentrates on his job and responsibility which in return cause the quality conclusion for any organization. It is recommended that the organizations must concentrate on facilitating the best job opportunities and security to their employees focusing that how much they are important for the organization and their hard work and performance influence the organizational process, its outcomes and success. The Human Resource Management department of an organization is basically responsible for the well being of employees. It also plays a vital role in the progress, development and success of the organization by focusing Continue reading
Pay Concept in Human Resource Management
Pay, the financial facet of reward, is an important form in reward system; after all, it is the main reason why people work. In a pay system design, the fundamentally compensation policy issues are pay level, pay structure, and pay form. Pay level refers to pay position of an organisation compared with other competitors in labor market. In a word, it refers to ‘how much’ employees are paid. Organisations can lag, lead, or match the market. Pay structure refers to a framework within which an organisation sets different pay levels for jobs or groups of jobs. In some organisations, it presents as pay grades. Pay forms are methods of rewarding people for their efforts to the organisation and influence employee motivation and performance. There are two types of pay – fixed pay and variable pay. Fixed pay is contractual compensation that regularly paid and does not vary according to performance Continue reading
Human Resource Cost Reduction
Cost reduction is defined as the achievement of real and permanent reduction in the unit cost of goods manufactured or services rendered without impairing their suitability for use intended. Cost reduction must be real and increase productivity. It must be permanent and should not impair the suitability of products or services for the intended use. The scope of cost reduction is wide and it could be applied to wherever cost is incurred. In many organizations the cost of human resources is very high. The top management should find ways by which the cost of human resources is reasonably reduced. Any abnormal reduction of cost in this regard may lead to unfavorable organizational climate. In autocratic type of organizational climate the human resources cost will be reduced since the employer is not so particular about keeping the morale of the employees high and to motivate them for higher productivity. Since better Continue reading
Impact of Motivation on Employee Behavior and Performance
One of the most challenging aspects of human resource management is employee motivation. It manifests itself through employee morale, output, absenteeism, effort, labor turnover, loyalty and achievement. Motivation is generally defined as an internal state that induces an employee to engage in particular behaviors, or a set of factors that cause employees to behave in certain ways, but it is extremely complex. This is because employee motivation is the product of many interacting factors such as the culture of the organization, management’s leadership style, the structure of the organization, job design and HR policies and practices. The employee’s personality, skills, knowledge, abilities and attitudes also play a part. Motivation is not understood by managers and its essence remains enigmatic. It is what makes the “high fliers” fly. It is why some employees demonstrate a burning desire to achieve, and accept increased responsibility, while others remain passive or openly hostile. What Continue reading