Since the first of the Disney parks was founded in 1955 in Anaheim, California, Disneyland theme parks have often been referred to as the “happiest places on earth.” Disneyland’s are recognized worldwide for their joy-filled rides, playful atmosphere, and other amusement features. Various studies have shown that Disneyland has created multicultural amusement zones where people from diverse geographic and cultural backgrounds enjoy escapism and fairy-tale life. This description makes Disneyland an intermediary between cultures. Culture can be seen as shared beliefs, customs, values, behavioral patterns, and cognitive constructs among people belonging to a particular group. It defines the characteristics and knowledge of unique groups of people in aspects such as language, socialism, religion, cuisine, art, and more. While culture presents diverse characteristics among people of different origins, conscience plays a significant role in binding them within a larger society, allowing them to share unique experiences, beliefs, attitudes, values, spatial relations, Continue reading
Modern HRM
Telecommuting – Definition, Management, Benefits, and Drawbacks
Meaning and Definition of Telecommuting Telecommuting is the practice of working from one’s home, or at a satellite location near one’s home, where employees use communication and computer technology to interface with internal and external stakeholders. The advent of telecommuting has changed the profile of the global workforce dramatically. The workers are no longer confined within the walls of the office. They are becoming more technologically savvy and work on flexible timings at remote locations. Telecommuting has been defined in many ways, but all such definitions are based on two concepts: the office is not the only place where work can be conducted; and secondly, information technology (IT) is necessary for telecommuting. Telecommuting is also defined as the case in which an employee is paid for work conducted at an alternative worksite, so total commuting time is reduced. The success of telecommuting is seen in the fact that the total Continue reading
High Performance Working (HPW) Approach to Organization Performance
Business leaders should implement powerful concepts in their organizations to meet employees’ needs and improve performance. The High Performance Working (HPW) approach is one of the concepts that can make a difference in a given organization. This approach has been embraced by managers to create and sustain High Performance Work Systems (HPWS). The Concept and Components of High Performance Working (HPW) According to the United Kingdom Commission on Employment and Skills, High Performance Working (HPW) focuses on the best strategies to manage organizations and empower employees to focus on every business objective. The implementation of the concept has been considered to maximize employee commitment, thereby delivering improved levels of performance. The model is designed in such a way that employees are guided and supported to put adequate efforts into their activities. Consequently, the workers utilize their competencies and ideas in an attempt to support the goals of the targeted organization. Continue reading
Case Study of Coca-Cola: Performance Management System (PMS) and Training
The growth of businesses depends on the strategic plans, goals, values, cultures, and norms implemented within a given institution. Multi-national companies like Coca-Cola have dominated the global markets for the past five decades based on adopting performance management and training principles in running activities since its inception in the beverage industry. The organization has an ongoing process of job clarification and open communications within the workspace, a decision that promotes the productivity of workers and the profitability of the firm at large. Performance management promotes coordination between managers and workers through an open-aided communication approach to achieve organizational objectives. Training employees to align with organizational strategic goals starts with clarifying job responsibilities, workplace expectations, developmental planning, and priority setting. Analyzing the strategies of planning, monitoring, developmental, rating, and rewarding employees at Coca-Cola exposes the impact of performance management systems in improving workers’ performance. The Current System in Coca-Cola Coca-Cola’s management values Continue reading
Integrating Balanced Scorecard (BSC) With Compensation Strategies
The Balanced Scorecard (BSC) is a tool utilized in corporations for the purpose of compensating workers in a way that is beneficial for both the management and the workforce. The Balanced Scorecard technique aids assessment of corporation performance in terms of monetary and non-monetary aspects. Connecting compensation to the Balanced Scorecard is useful because it acts as an equitable way of evaluating performance of companies by utilizing similar standards. The connection between company profitability and the amount of reward motivates employees to improve their performance. Realization of company’s goals is possible with the implementation of Balanced Scorecard and compensation. Usually, achievement of the goals and objectives of the company depends on the productivity of workers. Utilization of the Balanced Scorecard motivates workers to improve their performance and in turn achieve rewards. The linkage between the Balanced Scorecard and compensation operates well within the organization which possesses established quality programs. Assimilation Continue reading
360 Degree Feedback – Meaning, Process, Pros and Cons
360 degree feedback is an assessment evaluation tool that is focused on employee job performance from a multisource perspective. It is also referred as a multisource assessment or a multi-rater feedback since it relies on information from various actors. Ideally a 360 degree feedback assessment is done by evaluating an employee job performance through a comprehensive investigation of their working relationship, from both an internal and external perspective. The idea is to generate an accurate assessment of an employee job skills, quality of work output and team work abilities that can be relied for employee assessment and job evaluation. The term “360 degree feedback” was introduced in the 1990-s as systematic collection of information on the results of an individual or a group obtained from the environment. It is intended to obtain an informative feedback from the manager, subordinates, peers and management. In some cases there may be used a Continue reading