Organizational studies and human resource management

IMPACT OF ORGANIZATIONAL STRUCTURE AND CULTURE ON JOB SATISFACTION, JOB STRESS AND EMPLOYEE MOTIVATION: A SURVEY OF EXISTING LITREATURE ABSTRACT Effectively managing human resources in the organizations is a big concern both for HR managers and the policy makers of the organization. To have a satisfied, motivated, less stressed performing workforce an organization must have consistency amongst its structure, system, people, culture and good fit with the strategy. In this paper an attempt has been

CASE STUDY MODULE 17 ORGANIZATIONAL DEVELOPMENT PQHRM/53-025 H E B MARASINGHE Contents Acknowledgement 3 Introduction to the case study 4 Literature Review 5 What is OD intervention ? 5 Factors That Impact the Success of OD Interventions can be listed under two main headings, 5 Intervention Categories 7 The process of Organizational Development 9 Change management 11 Report to be given to CEO of Nuran food products 12 Implementing an effective and successful OD process 12

I chose the topic of performance management to research because I currently work in a performance based environment as a customer service representative for Toyota Financial Services. I came across a lot of articles and information on this topic and due to the nature of my job, this topic was very interesting for me. Performance Management means managing the performance of an organization or individual. It is an assessment of employees, progress and other factors that are geared towards company goals

Human Resource Restructuring Trends 1. A number of firms are changing the way the functions are performed. For example, some companies are restructuring HR for reasons, such as time pressures, financial considerations, and market pressures. This restructuring often results in a shift in terms of who performs each function. Organizations still perform the majority of a firm’s HR functions inside the firm. Adjusting to HR restructuring trends—who performs the human resource management tasks? 2. The

extent, this study, in one way or another, resonates with Khan, Abbas, Gul & Raja (2015)’s contribution which included job outcomes, albeit from dissimilar perspectives. An organization shares ideals, goals, needs, and purposes with its employees, hence the need to embrace uniqueness or organizational identification. In their study, Basar & Sigri (2015) looked at how procedural, distributive, interpersonal, and informational justice perceptions (which are cousinly related to organizational justice) have

Performance Introduction This study is based on my interview with a HR manager at the community level. My interviewee has worked as a HR manager for the past ten years. This has enabled him gain the necessary experience pertaining to the element of human resource. The manager asserts that human resource management is a crucial component of the management process. According to him, understanding the importance of people within a company demands that we recognize the human element of the organization

has been considered synonymous with the pursuit of excellence for organisations. It is true that a wide variety of management practitioners view the control of organisational culture as something both possible and necessary for organisational success (Brown 1993). A survey of organisational practices of a range of firms revealed that 94% of the firms had engaged in ‘culture management’ of some sort (IRS 1997). However, despite the apparent popularity of these practices and the strong level of importance

influenced organisations but also affected political and social change, as well as the overall macro-economic effect. From the late 1950’s to the early 1970’s the former Soviet government came up with several blue-prints to develop an automated management system for the entire Soviet economy, which would be based on a nation-wide computer network. This network would be based upon the IBM 360 and a production line for the computer would be setup. Although this project never materialised, the large

success of an organization. It is the role of the Human Resource department to provide employees with the information and tools needed for training and development, and to ensure the success of organizational development. Training and development of employee is benefits the organization by ensuring the organization able to adapt to every changing economy and industries. To ensure the organization is able to meet these changes, the human resource department designs and develop programs that meet the

type of development is not just offered off-the-job but through distant learning. Simulations are artificial environment that attempts to closely mirror a real problem. Case studies have become popular because these can take real situations that have accrued and attempt to find the right solution that fit the problem. Case studies help develop discussions among the group and help let people defend their reason for finding that solution. Another form of simulations are decision games and role-playing