Human resource management_for_the_service_industries
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This document discusses human resource management for the service industries and the importance of employee happiness. It first examines different views of happiness and defines a happy person as someone who frequently experiences positive emotions. It then lists reasons why a happy worker is important, such as increased business, stability, motivation and health. The document also provides 10 ways in which happy employees are more productive at work. Finally, it discusses strategies that some companies have used to increase employee happiness and productivity.
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UNIT 9: HUMAN RESOURCE MANAGEMENT FOR SERVICE INDUSTRIES
LO1 Understand human resource management
Human resource management: concept of human resource management (HRM) eg planning and forecasting, recruitment process, contracts of employment, deployment and monitoring of employees, training and development, budget monitoring, relationships; role and purpose of HRM, soft HRM, hard HRM Human resource planning: planning eg the creation of the human resource plan, analysing demand and supply, internal and external factors influencing human resource planning, human resource planning in a changing environment
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Span of management refers to the number of subordinates that a manager can effectively oversee. It influences both the complexity of a manager's job and the structure of the organization. Classical writers suggested an ideal span of 3 to 8 subordinates, while more recent consultants have developed mathematical formulas to calculate relationships and determine optimal spans based on factors like job complexity, employee abilities, and communication techniques. Properly determining the span of management is important for designing efficient organizational hierarchies with the appropriate number of management levels.
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MBA Assignment Help
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Please call as at our mobile no. 9025810064 or mail us in palaniappanmail@gmail.com to solve your queries. We provide this support in 24 x 7 services.
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Thanks
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Mail:- palaniappanmail@gmail.com
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Director- Knowledge Point
Ph:-9025810064
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This document summarizes a research study that examined the relationship between job satisfaction, organizational commitment, and organizational citizenship behavior among faculty members at private universities in Punjab, India. The study found that:
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Job satisfaction is defined as an individual's attitude towards their job and is influenced by many factors such as relationships with supervisors and coworkers, the work environment, and how fulfilling the work is. High job satisfaction benefits both employees and organizations by increasing productivity and morale while lowering absenteeism and turnover. Low job satisfaction can stem from conflicts, lack of opportunities, and job insecurity and can negatively impact organizations through increased training costs and reduced performance. Key influences on job satisfaction include the nature of the work itself, compensation and benefits, opportunities for promotion, and relationships with management.
Job satisfaction-120112001047-phpapp01
Job satisfaction is defined as an individual's attitude towards their job and is influenced by many factors like relationships with supervisors, work environment, fulfillment from work, etc. Positive attitudes indicate job satisfaction while negative attitudes indicate dissatisfaction. Job satisfaction benefits both employees and organizations by increasing productivity and reducing absenteeism and turnover. However, the relationship between satisfaction and performance is complex, with satisfaction potentially being both a cause and effect of good performance. Low job satisfaction can stem from issues like poor coworker or supervisor relationships, lack of opportunities, and job insecurity.
How is Well-Being critical to the future of leadership?
What’s covered?
We now live in an era where our workforces and our families are wanting different interactions, different ‘way of being’ and a more respectful way of having conversations. Leaders are being required more and more to “know thyself” which means in terms of well-being understanding and learning how they can work well and live well.
Session outcomes:
What does working well and living well look like?
How the Global Leadership Wellbeing Survey (GLWS) profile is the first step in educating leaders on their own well-being.
Where do you need to focus to increase your own well-being?
Understanding People Instinct, Motivation and Developing Team Work
The document discusses understanding people's instincts and developing teamwork. It defines instinct as actions performed without prior experience and lists keeping communication consistent, relieving stress, reducing errors, and keeping communication lines open as benefits of teamwork. Motivation is defined as the desire to do things and is stimulated by internal and external factors that keep people interested and committed to achieving goals. Links are provided about being happy and saying good things.
Introduction to psychology of happiness
There are three main ways that psychologists study and conceptualize happiness:
1. Need and goal satisfaction theories which posit that happiness results from fulfilling fundamental human needs and achieving goals.
2. Genetic and personality predisposition theories which argue happiness is influenced by innate personality traits like extraversion.
3. Process/activity theories which suggest happiness can be improved by engaging in effortful activities.
While some argue happiness levels are stable over time, research shows subjective well-being, while associated with personality, can differ over time, suggesting happiness may be influenced by life experiences and behaviors as well. The psychology of happiness has applications in domains like education, business, health, and sports to enhance performance and quality of life.
Work life balance for employees.pptx
The document discusses work life balance for employees. It defines work life balance as balancing personal and professional life while reducing stress and burnout. It suggests employers allow flexible work hours, work from home options, time off, and childcare assistance to help employees maintain balance. Employees should take breaks, set priorities, exercise, spend time with family/friends, pursue hobbies, and maintain a healthy lifestyle. Benefits of work life balance include motivated employees, higher efficiency, productivity, lower absenteeism, better customer service, and higher retention.
FisherHappinessatWorkreview.pdf
This document reviews what is known about happiness at work, including how it has been defined and measured, its antecedents, and its consequences. Happiness at work encompasses constructs like job satisfaction, work engagement, and affective organizational commitment. It can be conceptualized at different levels - as transient states, stable individual traits, or collective attitudes. Research shows happiness at work is influenced by both individual and situational factors and has important outcomes for individuals and organizations. However, more work is needed to fully understand its causes and effects across different levels of analysis.
Similar to Human resource management_for_the_service_industries (20)
Eidt 6501 1 week 7 and 8 company wide development plan
Eidt 6501 1 week 7 and 8 company wide development plan
DSE POSITIVE PSYCHOLOGY.pptx Positive Psychology definition, course theories etc
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Thriving at Work: The Science of Positive Psychology
Thriving at Work: The Science of Positive Psychology
How to Create a Culture of Organizational Well-being
How to Create a Culture of Organizational Well-being
How is Well-Being critical to the future of leadership?
How is Well-Being critical to the future of leadership?
Understanding People Instinct, Motivation and Developing Team Work
Understanding People Instinct, Motivation and Developing Team Work
Human resource management_for_the_service_industries
- 1. Human Resource Management for the Service Industries A happy worker is a more productive worker Ayaka Shinoda Yigit Ali Pasaoglu
- 2. What is HAPPINESS?(Fisher, 2010) • Hedonic view of happiness -Judgments of Life satisfaction -Affect balance or having a preponderance of positive feelings and relatively few or rare negative feelings • Eudaimonic views of happiness -doing what is right and virtuous, growing, pursuing important or selfconcordand goals -using and developing one’s skills and talents, regardless of how one may actually feel at any point in time.
- 3. Who is happy person? (Boehm, 2008) • Who frequently experiences positive emotions. • We use the term happy, high positive affect, greater positive emotions, and higher well-being interchangebly to describe a person who feels mostly positive emotions most of the time.
- 4. WHY HAPPY WORKER • Business Model • Stability • Motivation • Family • Life
- 5. why happiness at work is the #1 productivity booster(Kjrtulf,2007) HAPPY PEOPLE 1. …work better with others 2. …are more creative 3. …fix problems instead of complaining about them 4. …have more energy 5. …are more optimistic 6. …are way more motivated 7. …get sick less often 8. …learn faster 9. …worry less about making mistakes- and consequently make fewer mistakes 10. ….make better decisions
- 6. Google • http://www.youtube.com/watch?v=LB5 utwRnfH4
- 7. Happy Worker and Success • North American Bank • Sears Roebuck • Mit Sloan Management Review • University of Michigan • Prof. Gary Davies
- 8. Happy Worker - Profit • PlusValue • Peppers&Roggers • Equation of Service – Profit Chain
- 9. Strategies • Samsung • Axa Group • IIP (Investors In People) • Siemens
- 10. Sample • England (IIP) • Bhutan (GNH) http://www.youtube.com/watch?v=7Zq dqa4YNvI
- 11. UNHAPPINESS • e.g) “Abraham Lincoln and Winston Churchill were reputedly clinically depressed” • “there are some situations in which unhappy employees show enhanced functioning relative to happy employees.” (Boehm, et la, 2008) • “Although those who descried their mood as „sad‟ did not produce any more work, they made half as many mistakes as happy workers” (BBC, 2001) • UNIQLO
- 12. References • Boehm, J. K. & Lyubomirsky, S., 2008. Does Happiness Promote Career Success?. Journal of Career Assessment, Volume 16, pp. 101-116. • Fisher, C. D., 2010. Happiness at Work. International Journal of Management Reviews, Volume 12, pp. 384-412. • Gavin, J. H. & Mason, R. O., 2004. The Value of Happiness in the Workplace. Organizational Dynamics, 33(4), pp. 379-392. • Haase, C. M., Poulin, M. J. & Heckhausen, J., 2012. Happiness as a Motivator: Positive Affect Predicts Primary Control Striving for Career and Educational Goals. Personality and Social Psychology Bulletin, Volume 38, pp. 1093-1104. • Kjerulf, A., 2007. Top 10 Resons why happiness at work is the ultimate productiveity booster. [Online] Available at: http://positivesharing.com/2007/03/top-10-reasons-why-happiness-at-work-is-the-ultimate- productivity-booster/ [Accessed 28 02 2013]. • Lyubomirsky, S., Kubg, L. & Diener, E., 2005. The Benefits of Frequent Positive Affect: Does Happiness Lead to Success?. Psychological Bulletin, 131(6), pp. 803-855.