Occupation Health and Safety (OHS) can be termed as the rules, legislation, policies, procedures and activities intended to care for the health, safety and welfare of the workers and all the individuals in an organization. It involves looking at the social, mental and physical well-being of workers. Moreover, Occupational Health and Safety in an organization help uphold and sustain a high threshold of physical, mental and social well being of all the workers and their employer; protect worker from adverse health effects emanating from poor working conditions; shelter worker when carrying out their activities from risks emanating from factors unfavorable to their health and finally assist workers adopt physically and mentally to the working environment. In the current world, many organizations tend to put more emphasis on occupational health issues than occupational safety issues as occupational health issues are trickier to tackle. However, when occupational health issues are addressed, safety Continue reading
Human Resource Concepts
Organizational Commitment
Organizational commitment refers to the “degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.” Nowadays, organizational commitment is given lower importance. Organizational commitment is being replaced by “Occupational Commitment” where employees are more loyal to the occupation they are in and lesser to the organization they are in. This has resulted in a high employee turnover ratio in firms. Organizational Commitment can be Affective, Continuance or Normative in nature. Affective Commitment which tells the emotional commitment and attachment to the culture, work place, location or the organization itself. It shows individuals working with dedication because they are more attached to the organization. Affectively committed employees in the organization can strongly identify with the goals of the organization and desire to be a part of the organization. In simple words affective commitment refers to the “Emotional attachment to the Continue reading
Wage Boards in Compensation Management
Wage boards are set up by the Government, but in selection of members of wages boards, the government cannot appoint members arbitrarily. Members to wage boards can be appointed only with the consent of employers and employees. The representatives of employers on the wage boards are the nominees of employers’ organization and the workers’ representatives are the nominees of the national center of trade unions of the industry concerned. The composition of wage boards is as a rule tripartite, representing the interests of labor, Management and Public. Labor and management representatives are nominated in equal numbers by the government, with consultation and consent of major Central Organizations. These boards are chaired by government nominated members representing the public. Wage board function industry-wise with broad terms of reference, which include recommending the minimum wage differential, cost of living, compensation, regional wage differentials, gratuity, hours of work etc. The main objectives of Continue reading
Features of a Sound Employee Disciplinary System
Discipline is an inevitable correlate of organization. To be organized means to be disciplined and vice-versa. The behavior of an employee is at the root of all discipline in an organization. Some of the key features of a sound employee disciplinary system are: 1. Knowledge of Rules The employee must be informed clearly about what constitutes good behavior and the rewards that may emanate from it. All instructions should be clear and understandable. It is common sense that an employee will obey an instruction more readily if he understands it. The supervisor himself must know all the rules. He cannot effectively communicate with his workers if his own knowledge about rules is half baked. In fact, he needs to know more than the barest minimum that he wants his workers to know. This reserve of knowledge is essential in order to be able to answer several unexpected question from workers. Continue reading
Case Study on the Managerial and Leadership Philosophies: Triumvirate Leadership at Google
This case focuses on the managerial and leadership philosophies, policies and behaviors of the leadership triumvirate at Google. Sergey Brin and Larry Page, the founders of Google, along with Eric Schmidt, constitute the leadership triumvirate. Brin is president of technology and assumes responsibility for advertising initiatives. Page is president for products and is acknowledged as the company’s thought leader. Together, Brin and Page provide the engineering, technological, and product development leadership for Google. Eric Schmidt is Google’s chairman and chief executive officer, and he is charged with providing the organizational and operational expertise and leadership for the company. Triumvirate Leadership at Google In 1998, while they were doctoral students at Stanford University, Sergey Brin and Larry Page founded Google. In 2001, Brin and Page recruited Eric Schmidt to be Google’s chief executive officer. Schmidt was charged with providing the organizational and operational expertise and leadership for Google, while Brin and Continue reading
Wage Differentials – Definition, Causes and Types
Wage differentials have a great economic and social significance; they are directly related to the allocation of the economic resources of a country, including manpower growth of the national income, and the pace of economic development. Social welfare activity depends, in a large measure, on such wage differentials as will: Cause labor to be allocated among different occupations, industries and, geographical areas in the economy in such a manner as to maximize the national product. Enable full employment of the resources of the economy to be attained; and Facilitate the most desirable rate of economic progress. Wage differentials reflect difference in the physical and mental abilities of workers, differences in productivity, in the efficiency of management and in consumer preferences, and act as sign posts for labor mobility. By providing an important incentive for labour mobility, they bring about a re-allocation of the labor force under changing circumstances. Under competitive Continue reading