Organizational studies and human resource management

relationship between organizational structure and people management is of great importance and lots of scholars have done lots of research on this. In a world increasingly characterized by globalization of product markets, the importance of human capital as a resource that can potentially provide competitive advantage has become more important (Patrick and Rebecca, 2008). In this paper, the author will try to clarify the internal logic between organization structure and people management and in which way

Several articles and studies have highlighted on how to measure and manage engagement. This is an essential area in an organization to draw on because it translates into an organizational success. However, engagement is two-way process: organizations must bring about a design to engage the employee, who in turn has a choice about the level of engagement to offer the employer. Each reinforces the other. An engaged employee comes across a mix of job contentment, organizational commitment, job connection

major limitations of their study however. First, they subsumed organizational commitment (company identity) within job satisfaction. Thus, their findings have confounded the effects of job satisfaction and organization commitment. The second major problem of their study is that some of their measures had low reliabilities. Low reliabilities of scales make their findings suspect. The last major limitation of their study concerns generalizability of their findings. In our study, we included three facets

Case Study for MGMT The Case Study “Did Toyota’s Culture Cause Its Problems?” illustrates the slow reaction to safety problems and the arrogant culture of Toyota regarding the issue of unintended acceleration (Robbins &Judge 2013). The key issues in the case study are the arrogant culture of Toyota, miscommunication, groupthink and poor human resource management. The problems in Toyota began with the recall of 10000 Laxus Cars in 2000 (Finch 2010, p 475), followed by a series of recalls for

An Introduction to Organizational Behavior 1. Define organizational behavior (OB) and explain its roots - a field of study that seeks to understand, explain, predict and change human behavior, both individual and collective, in the organizational context - includes 3 levels  individual: employee motivation and perception  group: teams, communication, job design, and leadership  organization-wide: change, culture and organizational structure  interorganizational (network): outsourcing

12 December 2015]. 5. Bambacas, M. (2010). Organizational handling of careers influences managers’ organizational commitment. Journal of Management Development, 29(9), 807-827. 6. Barnett, B.R. & Bradley, L. (2007). The impact of organisational support for career development on career satisfaction. Career Development International, 12(7), 617-636. 7. Baruch, Y. (2004b). Transforming careers — from linear to multidirectional career paths: Organizational and individual perspective. Career Development

relationship between human resource management and organizational outcomes is one of the long-standing goals of macro human resources management research. – Kaifeng Jiang et al 2011 With rapid change in the economic environment managers and scholars have been motivated to seek competitive advantages through new sources. The role of a skilled, motivated and flexible workforce has become more prominent than traditional attributes such as technology, economies of scale or natural resources. This is illustrated

After acquisition of any firm/ organization management need to motivate their employees and make them feel satisfied about their jobs, if the employees feel satisfied they perform their duties efficiently and when acquired firm’s employee performed best it directly affect the acquired firm’s performance. Motivation is very necessary in any field when an employee get motivated they perform their duty with the best of their knowledge and try to work hard. According to different researcher there are

detail. After which the discussion on the link and influence of high performance work systems have on HPWO. Introduction – defining HPWO In response to the growing complex environment and organizational demands for improved work performance, there has been an escalating discussion on how human resource can initiate work reforms to improve involvement of

Human resource management (HRM) concepts are strongly tied to management effectiveness as well as an organizations overall success. In this report the author will examine the importance of a strong human resource department and how that influences the day-to-day running of the business. “Increasingly, what makes organizations effectiveness is how they organize staff and manage their human capital. It’s important for organizations to have the right amount of financial capital and hard assets, but