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
Modern HRM
Implications for International HRM
Diversity of various types in a global company suggests that HRM practices have to be tailor-made to suit the local conditions. Such practices can be seen in the context of different HRM functions. Recruitment and Selection A global company has the following alternative approaches to recruitment and selection of employees: Ethnocentric-all key positions, in headquarters as well as subsidiaries, are staffed by parent-country nationals. Polycentric-key positions in subsidiaries staffed by host-country nationals and those in headquarters staffed by parent-country nationals. Regiocentric-key positions staffed by host-country nationals within particular geographical regions (such as continent-wise). Geocentric-key positions in headquarters as well as subsidiaries staffed by people based on merit, irrespective of their nationality. Different MNCs adopt different approaches for recruitment. For example, a survey of recruitment practices adopted by MNCs reveals that 50 per cent MNCs believe in geocentric approach while 35 per cent MNCs believe in ethnocentric approach and key functionaries Continue reading
Stress and Personality
Stress is very personal as it depends on how you perceive events. One of the factors that influences your perceptions is your personality. Depending on your personality you may be more vulnerable to stress than some of your friends or colleagues. It is important to understand this as many people wrongly think they are weak or at fault in some way because they feel stressed by something others appear to take in their stride. There are in fact individuals who psychologists have termed ‘hardy’, because of their higher level of tolerance to stress. A ‘hardy’ person has a particularly strong belief in their ability to control events, even when in reality they have limited control. They also tend to believe that stability is unusual in life and that constant change is normal. Having these kind of beliefs makes the ‘hardy’ individual more able to Continue reading
Managing Cultural Diversity in the Workplace
Cultural differences are usually created by race-ethnicity, gender, function, and tenure among the organization factors. Difference in culture may result to the rise of conflicts among team members. This usually results to disrupted communication within the organization and eventually negative outcomes. Therefore, it is the role of every organization and entire management to come up with various ways of managing and reducing negative effects of cultural differences. Management in various organizations should ensure that they are able to detect and avoid such cases from arising. Political backgrounds and experience are other major factors that contribute to cultural differences. Multicultural teams and differences in most occasions generate dilemmas in the organization management. Cultural differences usually create considerable obstacles to efficient teamwork. Recognizing various underlying cultural causes of conflicts is the main challenge in managing multicultural teams by organizations’ management. It is also a great challenge for management to get teams back Continue reading
Impacts of Rewards on Employee Turnover Intentions
Employee Turnover Intentions can be defined as a measurement of whether a business or organisation’s employees plan to leave their positions or whether that organisation plans to remove employees from positions. The pay level has an enormous impact on turnover intentions considering that people start seeking new job opportunities with higher salaries to satisfy their life needs. The pay level is more influential for employees than pay raises. Therefore, those workers content with their salary amount are less likely to search for a new workplace. When the payment decreases, the turnover intention increases vice-versa. As for the financial incentives, they are crucial for employees of the young age groups more than for older staff. Therefore, it is vital to cater to workers needs in the incentives scheme according to their age groups as this factor is not the most influential for the turnover intentions. As stated previously, the turnover rates rise Continue reading
Diversity Management
The world’s increasing globalization trend demands more interaction between people from a vast diverse of cultures, beliefs, and backgrounds than the past. Today, people no longer live and work in an insulated marketplace. The reality is they are now part of a worldwide (or commonly mentioned as flatten) economy with competition coming from nearly every angle of the globe. For this reason, businesses need to be open to change and accept the concept of diversity to become more creative. In daily conversation, the word of “diversity” has the meaning of differences or variety. However, in the business world and in the business textbook, diversity often refers to the many differences present among people today in workplace as well as marketplace that were not aware of by most people in the past. Diversity management is often referred as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, Continue reading