Ruchila

Sources of Power and its effects to an organization When it comes to organization culture the levels of power and the types differ from one to other, but it is observed the power applied has an effect of the culture, performance and the productivity of an organization. Having a look at the sources of power- Reward, Coercive, Referent, Legitimate and Expert power has been explained by Natter, 2018   as below, Reward Power This can be a positive approach. To the team to work harder, effectively the reward power is being used. This can be monitory rewards such as salary increments, incentives, bonus which is given as a reward of achieving the extra mile. This is beneficial for the employee as well as for the employer. Figure 1: (Google, 2015) Also, it is mentioned Greater impact, enhancing the employment relationship, flexibility to reach individual needs, Talent management are few benefits of total reward approach   (Armstrong, 2006) Coercive Power ...

Globalization, Technology and HRM Globalization is a common and popular word that has been in any platform back in few years from now on. Be it business, religion, social matters, employment, culture, technology or any other it seems globalization has been able to be a factor of influence, rather a driver. According to   Armstrong (2006) as cited by Ulrich (1998) Globalization has been mentioned as a factor that compromises of the new capabilities that HR has been able to build. There, Globalization on HR aspect is mentioned as a requirement in an organization to move people, ideas, products and information to the world in order to match the local requirements and needs. As per Al-Rodhan (2006) as cited by Anthony McGrew’s elaboration of this concept illustrates this point as “ globalization is a process which generates flows and connections, not simply across nation-states and national territorial boundaries, but between global regions, continents and civiliza...

Employee Engagement and it’s levels Image 1: Quote of (Leamy) As per Khan (1996:694) Employee engagement is shown as “the harnessing of organization members’ selves to their work roles ; in engagement people employee and express physically, cognitively, and emotionally during their performances” (Sandeep Kular, 2008) . Employee engagement, many has defied in various angle that and there is no one view but all bring out the same idea on their definitions. As per Suff (2008), the employee engagement is defined as an outcome “ measured or seen as a result of people being committed to something or someone in the business – a very best effort that is willingly given ” is mentioned in (Gemma Robertson, 2009) As per Allen ( 2014) the employee engagement is defined as “ the emotional commitment employees feel towards their organization and the actions they take to ensure the organization’s success; engaged employees demonstrate care, dedication, enthusiasm accountability...

Personal Development Plan Personal development plan (PDP) also known as career plan, should ensure the motivation of employees in the company, as well as it should enable employees to develop their professional skills, provide them some work perspective and increase the attractiveness of the work in the company   (Darina Chlebikova, 2015) . According to Beausaert , The concept Personal Development Plan (PDP) is related to various concepts such as portfolio, (continuing professional or personal) development plan, logbook or personal professional profile. The two most commonly used terms are personal or professional development plan and portfolio assessment   (Beausaert, 2011) . Following points can be shown as characteristics of PDP   (Beausaert, 2011) , ·          Gives an overview of the competencies the employee worked on in the past and which competencies the employee is planning to work on in the future and h...

New forms of employment When it comes to HRM , the job design plays a vital role in enhancing the effectiveness   of the performance, motivation of the employees built through flexibility and clear communication of the work expectation , also helps the employer too.   As per Robertson and Smith (1985) as cited by     (Armstrong, 2006) the major principles of job design is as below, ·         To provide opportunities for people to accomplish several tasks & to influence skill variety. ·         To combine tasks and to form ordinary units of work – this influence the task identity. ·         With the natural work units, to communicate the employees the importance of the tasks given- which influence significance of the tasks. ·         To influence job autonomy- to inform the employees to govern their own set o...

Employee Voice Employee voice is widely used concept on current organizations. This bridges the gap between the employees and the management by encouraging and creating space for healthy communication, settling disputes within the organization and also allows the employees views to be considered at decision making. As per   (Armstrong, 2006) , it is explained Employee Voice has been addressed elaborately, where it’s mentioned “ Employee voice is the term increasingly used to cover a whole variety of processes and structures while enable, and sometime power employees, directly and indirectly to contribute to decision making in the firm ” (Boxall & Purcell , 2003) meanwhile Millward et al (2000) states Employee Voice as “ the ability of employees to influence the actions of employers’ ” In the CIPD (CIPD, 2018) The Employee Voice is clarified as a method of employees expressing their views to the employer, where employees are able to impact the employer at the wor...