Organisational behaviour
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The document outlines various occupational stressors identified in Srivastava and Singh's occupational stress index, which contains 46 items related to job life that can cause stress. It discusses role overload and role ambiguity as potential stressors when job demands exceed a person's capacity or when the scope and responsibilities of a job are unclear. Differing expectations or demands from a job can also create role conflict. Additional stressors mentioned include organizational politics, working conditions like temperature extremes or noise levels, feelings of powerlessness, peer relationships, organizational change, and unprofitable business ventures.
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How any organization go under change in various conditions due to different internal and external forces.
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The document discusses various concepts related to authority, power, motivation and organizational culture. It defines key terms like authority, responsibility, accountability and different types of power. It also summarizes theories around motivation like Maslow's hierarchy of needs, ERG theory, Expectancy theory and Herzberg's two-factor theory. Organizational culture is explained as shared values, beliefs and behaviors in an organization. Factors affecting culture and guidelines for changing culture are provided.
Principles of Management
The document discusses various concepts related to authority, power, motivation and organizational culture. It defines key terms like authority, responsibility, accountability and different types of power. It also summarizes theories on motivation like Maslow's hierarchy of needs, ERG theory, Expectancy theory and discusses techniques to motivate employees like money, recognition, job enrichment and quality of work life.
Organisation Development
Organisation Development, an methodology who help companies to bring togheter managers and employees.
Work place stress preventive and curative measures
This document summarizes workplace stress, its causes, preventive measures, and curative measures. It discusses that stress can be caused by organizational, individual, and job-related factors. Preventive measures include training to help employees recognize stress signs, develop coping skills, relaxation techniques, and lifestyle changes. Curative measures require organizational interventions to address structural and psychological stressors, rather than focusing solely on helping individuals already experiencing stress. Studies found that training programs teaching communication, problem-solving, and decision-making skills can reduce depression, anxiety and sickness absence.
Frederick Herzberg
Frederick Herzberg developed the two-factor theory of motivation, which identified motivational factors and hygiene factors in the workplace. The motivational factors - achievement, recognition, the work itself, responsibility, promotion, and growth - provide satisfaction to employees. The hygiene factors - salary, company policies, relationships, working conditions, supervision, and job security - do not provide satisfaction on their own but are necessary to avoid dissatisfaction. Herzberg argued that high levels of both motivational and hygiene factors create the ideal work environment where employees have few complaints and work efficiently.
Motivation & Communication
The document discusses various theories and concepts related to motivation and communication. It covers intrinsic and extrinsic motivation, Maslow's hierarchy of needs, Herzberg's two-factor theory, goal-setting theory, and reinforcement theory as it relates to motivating employees. Communication is discussed as a key managerial function, including the communication process, downward, upward, and horizontal communication channels in organizations, and overcoming communication barriers.
How Leaders Drive Workforce Performance
The document discusses the findings of a study on leadership and employee engagement conducted by Right Management involving nearly 30,000 employees across 15 countries. Some key findings include:
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- While various factors like work processes, learning opportunities, and culture correlated more strongly with engagement than leadership alone, leadership was still implicated in driving those other factors.
- Engaged employees viewed both senior leaders and immediate managers favorably, while unengaged employees did not view leaders as favorably.
- Senior leaders were valued most for valuing employees and having the capability to succeed, while immediate managers
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This document discusses various theories and concepts related to human relations and employee motivation in organizational settings. It covers motivation, morale, intrinsic and extrinsic rewards, and need-based motivation theories by Maslow and Herzberg. Management styles like Theory X, Theory Y and Theory Z are compared. Other motivation theories around equity and expectancy are mentioned. Strategies for motivating employees through behavior modification, job design, flexible scheduling and job characteristics are also summarized.
Chapter 8 empowerment and participation & managing change
Chapter 8 empowerment and participation & managing change San Antonio de Padua - Center for Alternative Mathematics
The document discusses empowerment and participation in organizations. It explains that empowerment involves giving employees greater autonomy through sharing information and control over job factors to improve self-efficacy. Participation means the mental and emotional involvement of employees through contribution and responsibility. When prerequisites are met, participation programs can benefit both employees and employers by increasing motivation, output, and communication. However, limitations include lack of management support and difficulties adjusting manager roles.Maslow’s-Hierarchy of Needs Theory Alderfer's ERG Theory McClelland’s Theor...
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Alderfer's ERG Theory
McClelland’s Theory of Needs
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Carrot and Stick Theory
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This document discusses various methods and theories of motivating employees. It begins by explaining that motivation refers to the energy and commitment with which employees perform tasks, and that motivated employees are more productive and higher quality work. It then discusses types of motivators like extrinsic and intrinsic motivation. Maslow's hierarchy of needs is explained, as well as Herzberg's motivator-hygiene theory that job content factors like achievement and responsibility are most motivating. Specific motivational techniques like job enrichment, job enlargement, job rotation, and open communication are outlined. Tips for motivating employees and warning signs of employee stress are also provided.
Organisational leanings, Innovation and Performance
Organisational learnings, Innovation and performance.
This Edited book is the result of all quality papers, articles and research based on organisational learning, organisational behaviour, human resource management, financial performance, information technology.
Term paper of Sopura silk mills ltd
This document provides an overview of employee relationship management practices at Sopura Silk Mills Ltd. in Rajshahi, Bangladesh. It discusses the company's history and departments. It then covers key aspects of maintaining positive employee relationships such as communication, employee assistance programs, work-life balance initiatives, cooperation between management and employees, health and safety protections, and disciplinary processes. The goal of these practices is to effectively manage interactions with employees to achieve organizational goals.
HRM- Challenges.pptx
The document discusses several challenges faced by human resource management (HRM) including personal challenges related to individual employees, organizational challenges inside the organization, and environmental challenges from outside forces. It then examines specific HRM challenges such as productivity, empowerment, brain drain, ethics and social responsibility, job insecurity, and matching people and organizations. The document also outlines strategies that HRM can use to address challenges like controlling costs, improving quality, developing capabilities, and restructuring. Finally, it discusses recent and ongoing challenges for HRM like the hybrid work culture, lack of agility, employee communication, uncertainty, and engaging employees.
Human resources management
Human resource management encompasses managing an organization's employees, including acquiring, training, evaluating, and compensating staff. It aims to align an organization's goals and employees' needs to improve productivity. Key aspects of HRM include scope and functions, management responsibilities, employment legislation, employee productivity, and the role of HR managers in creating win-win relationships and implementing change. Employees expect a safe work environment with career opportunities, flexible arrangements, satisfaction, open communication and teamwork.
BA 15 Chapter 1
This chapter introduces interpersonal relations and their importance in organizations. It discusses trends in the modern workplace like increased diversity, teamwork and customer service expectations. It also reviews the history of the field from scientific management to studies showing the impact of human relations on productivity. Seven key themes for effective interpersonal skills are identified: communication, self-awareness, motivation, trust, self-disclosure, conflict resolution and self-acceptance.
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AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
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3:国家专业人才认证中心颁发入库证书
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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1:该专业认证可证明留学生真实身份
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
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Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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Organisational behaviour
- 2. Occupational stress index is framed by Srivastava and Singh it consist of 46 items relevant to job life causing stress in one way or other
- 3. Employees having too much work to do and not enough time or resources to do it can be stressful. role overload exists when demand exceed the capacity of manager and employee to meet all of them. Having too little to do also may create stress..
- 6. Role Ambiguity arises when the scope and responsibilities of the job are unstructured or poorly defined
- 7. Differing expectations of or demands of a person at work produce role conflict.
- 8. Organizational Politics “ Organizational politics involves those activities by organizations to acquire, develop, and use power and other resources to obtain one’s preferred outcomes in a situation in which there is uncertainty or dissent about choices.
- 9. Prompt payment of wages Treatment of co wokers Fair treatment of customers Job security Promotion Transfer Development opportunity
- 10. Participation in the decision-making process has been widely recommended as a means of improving the quality of work life.
- 11. A feeling of powerlessness is a universal cause of job stress. The most highly stressed occupations Secretaries waitresses middle managers police officers editors and medical interns
- 12. Peer relationships refer to relationships between employees at the same hierarchical level who have no formal authority over one another.
- 13. Intrinsic improvement Low status
- 14. working conditions that can cause stress in employees. temperature extremes loud noise too much or too little lighting radiation and air pollution
- 15. Organizational change have impact on the working conditions Change in team members Line managers Type of work Technology used by team
- 16. Bringing in no profit or profits: an unprofitable business venture.