BandaraMBA

The importance of organizational culture for organizational performance: Organizational culture is the most important variable that influences the organizational performance (Ahmed & Shafiq, 2014). The culture is created & managed by the real leaders. “If you do not manage culture, it manages you & you may not even be aware of the extent to which this is happening” (Schein, 1990). Further to this the enhancement in performance helps to the employee commitment& norms, values & objectives of organization attributes to the enhancement of the culture of its organization (Awadh & Saadi, 2013). As per Kotter & Heskett (1992) the culture is a variety of beliefs, behaviors, & values, which included in the society. According to Pettigrew (1979) cultures of an organization is based on the systems, which may cause to explain how the staffs take decisions & think on the day today official matters. Brown (1998) has identified the following methods of ...

Recent Trends in Global HRM HRM is the process of recruiting & developing of employees. Further it includes conducting job analysis, planning personal needs, recruiting right people to right positions, training, managing compensation & benefits & evaluating them etc. Current model of HR functions are changing with the globalization & to be more strategic to adopt with the same trends. Some of the recent emerging trends in global human resources management can be listed as follows. Globalization & its implications: The today’s business does not have national or physical boundaries & it has linked around the world as globally. There are lots of multinational companies worldwide, who functions business transactions worldwide. The HR department of same companies needs to ensure that the proper mix of staff members is available to bear with this globalization. In order to meet this requirement, the current organizations should train & develop its ...

The benefits of employee engagement: The term “employee engagement” has been popular considerably in recent years. An engaged employee contributes considerably to the performance of the organization & becomes an asset & not a cost for his organization. Kahn (1990) defines employee engagement as “the harnessing of organization members’ selves to their work roles; in engagement, people employ & express themselves physically, cognitively & emotionally during role performances”. Further to Kahn (1990) employee engagement has described as the employee's present in psychologically & physically when he is performing. According to Robinson (2006), employee engagement increase within a positive & encouraged environment, which resulted to increased organizational performance as well as the staff job satisfaction with proper employee- employer relations. Employee engagement is the level of dedication & involvement on duties of employee towards the...

Trends in Performance Management: Performance management is currently become more important in the organization. Lot of organizations seeks to change, moderate & update its approach to performance management system in order to improve its effectiveness & efficiency. Performance management is the process of creating a work environment for an organization in which employees are enabled to perform well in their capacities. According to Radnor & McGuire (2004), there is a revolutionary process in performance management & its measurements during the past 02 decades. Human Resources Department has a significant role in restructuring performance management systems for the organization. HR should develop the existing performance management systems of the organization identifying the shortcoming of the same in an eventually or replace with new system. Also HR needs support from all levels of staff members in the organization with a real involvement of identifying t...

Review of Maslow’s Hierarchy: Abraham Maslow has introduced his concept of a Hierarchy of Needs in the 1950’s, which helps us for understanding the about the motivation. His hierarchy proposes that people are motivated to fulfill basic needs before moving on to meet higher level growth needs. This theory is one of the most widely known theories of motivation.  According to Luthans (2002), motivation is a process that starts with a physiological or psychological deficiency that activates behavior that is aimed at a goal.  Maslow (1943, 1954) stated that people are motivated to achieve certain needs & that some needs take precedence over others. Our most basic need is for physical survival & this will be the first thing that motivates our behavior. Once that level is fulfilled the next level up is what motivates us. Abraham Maslow’s hierarchy of needs from the most basic to the highest are as follows. Physiological needs are the basic n...

The importance of healthy Employer-Employee relations on employee commitment: Organizational commitment is an important, necessary & essential element in measuring employee behavior in organizations, which impacts for the performance of the organization (Brian & Christopher, 2011). Creating of employee commitment towards the organization is a main problem faced by the management in running their organizations ( Chan &  Chew, 2008). Many factors control the employee commitment in the work place, where the employer-employee relationships play an important role. There are lot of studies have been done to identify the impact of employer relationship on employee commitment towards the best performance  of the work. Employee commitment is an important factor for the employer & employee relationship in the organizations. Employee commitment is a feeling of employee to work well & e nthusiastically  for the organization & to remain with that org...