With the aim not of punishment but of promiting respect for fundamental principles and rights at work, the Declaration sets out procedures for follow-up. Compensation can substantially promote an organization's success and satisfy employee career objectives. This is a reader-friendly text which is particularly suitable for overseas students. Introduction to Human Resource Management Human resources are the most valuable and unique assets of an organization. Trade Unions 286 Definition and Concept of Trade Unions 287 Trade Union Membership 287 Characteristics of Trade Unions 289 Functions of Trade Unions 290 Types of Trade Unions 292 Classification of Unions According to Purpose 293 Classification of Unions According to Membership Structure 294 Methods Adopted by Trade Unions 295 Mutual Insurance 295 Collective Bargaining 295 Legal Enactments 295 Other Methods 296 Problems Faced By Trade Unions 297 Uneven Growth of Unionism 297 Small Size of Unions 297 Financial Weakness 297 Multiplicity of Unions 298 Inter-union Rivalry 298 Leadership Issue 299 Politics and Unions 301 Trade Unions and Globalization 301 17. The book combines traditional and international aspects of the topic area, negating the need for more than one 'core' text. Traditional approaches to affirmative action have been unsuccessful in achieving their goal of equitable labour market outcomes and it is unclear that diversity management programs have contributed to business outcomes.
Variables such as pay and benefits, training, leadership style, organisational culture and job satisfaction using multiple regression revealed that all variables had significant relationship with organisational commitment. Malik, Wahab and Naheem, 2010 state that affective commitment is the emotional connection and participation that an employee has with his or her organization. Francesca Andreescu, Senior Lecturer in Human Resource Management and Organisational Behaviour, Westminster Business School The examples used are up-to-date and are contextualised in a wide range of country contexts; this is really important given the cultural diversity of today's student cohorts. The article argues that organisations can achieve better business outcomes, as well as equity outcomes associated with a diverse workforce, by adopting a relational, multilevel framework of managing diversity. Policy was not always implemented because managers continued to apply either their personal social values or the standards and criteria associated with previous policies. This is known as recruitment. Further, training, salary package, and promotion opportunities have negative link on job stability.
Starting his career in scientific research, Stephen worked in the water industry and later for a research and consulting organization. Hence, to enhance corporate im age and achieve competitive advantage, stress management and coping strategies become imperative Monat, Lazarus 2001; Adeniji, Osibanjo 2012; Liu et al. This study investigated the implications of workplace stress on organizational performance in a Nigerian Public University. It covers how organizations train and develop their employees, performance management as an evaluative and developmental tool, and the strategic development of talent framed within the context of talent leadership. A series of exercises provide hands-on experience with major compensation and rewards practices. Stephen Swailes is a Senior Lecturer at Hull University Business School where he teaches international human resource management, selection and reward management. L Research, Université Paris-Dauphine This book is an invaluable resource to help employers, managers and policy makers understand the challenges of moving forward in the diversity and inclusion space, and the ways in which to respond to different cultural contexts.
Danna and Griffin 2002 also state that stressful working conditions are asso ciated with increased absenteeism, tiredness and intention of employees to quit their job. The survey design was adopted to sample one hundred and fifty two 152 final year undergraduates of a university in SouthWest , Nigeria. The summary of the findings indicates that there is strong correlation between the tested dependent and independent variables salary, bonus, incentives, allowances, and fringe benefits. This course seeks to acquaint students with the type of employee benefits offered in the workplace, the history behind them, and the challenges that benefits present to an organization. It is particularly concerned with examining those factors which inhibited the implementation of these strategies.
This implies that, organizations must have the capability to identify the symptoms of stress and must intensify efforts to reduce stress in the workplace. Role conflict is a stressor that occurs as a result of multiple roles Butler, Constantine 2005. The regression analytic tool was deployed to analyze data. Prerequisite: None 37:575:345 Organizational Behavior and Work 3 - Labor Studies Offering Description: Behavior by individuals and groups in the workplace; group and intergroup dynamics; organizational culture, structure, and change; leadership, employee motivation, job performance, and feedback. It is therefore suggested that prospective employees or job seekers should endeavor to familiarize themselves with the organizational culture before accepting job offers.
This paper shows results of the impact of organizational culture on human resource practices in some selected Nigerian private universities. If this is achieved, there will be endless opportunities in terms of increased performance and overall sustainability. As such, healthcare administrators need to search for ways to retain qualified and competent nurses. Compensation Planning and Remuneration Under compensation planning and remuneration, various rules and regulations regarding compensation and related aspects are taken care of. It consists of all the functions that come under the banner of human resource management. Results of the analyses indicate that role congruence, equity, recognition, and distance, have significant influence on organizational performance.
Jennings 2007 states that workplace stress is a controversial issue that may affect per formance. The employees are updated about the background of the company as well as culture, values, and work ethics of the company and they are also introduced to the other employees. David has extensive experience as an external examiner both nationally and internationally. Thus, timely recognition is energizes and reinforces employees to ex ceed expectations Adeniji, Osibanjo 2012; Nelson 2005. The collected data were carefully analyzed using simple percentage supported by structural equation modelling to test the hypotheses and relationships that may exist among the variables under consideration. Combining academic work across various disciplines and cultures with numerous organisational examples, the book provides fresh insight to scholars and practitioners to understand this topic and be more confident, proactive and inclusive in their approach to diversity, rather than being constrained and limited to minimal legal compliance.
Studies by Liu, Yang, Nauta 2013 reveal that injustice and unfair ness affects individual and corporate performance. For prerequisites and course descriptions please see the. We contribute to the institutional literature by showing that competing logics can co-exist and rivalry between logics can be managed through the development of collaborative relationships. It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization. ·Direct compensation includes wages, salaries, bonuses or commission. Prerequisite: Introduction to Human Resource Management 37:533:301 37:533:312 Training and Development 3 Description: This interactive, theoretically anchored, and applied course is aimed at understanding the processes and practices of developing human capital.