Outsourcing has become a popular practice amongst many competitive manufacturers. In other words, outsourcing has been measured one of the major factors contributing to a companys competitive advantage. The chief vehicle to achieve outsourcing is subtr
Running Head: Outsourcing Jobs to Foreign Countries Outsourcing Jobs to Foreign Countries Authors Name Institution Name Introduction Outsourcing has become a popular practice amongst many competitive manufacturers. In other words, outsourcing has been measured one of the major factors contributing to a company's competitive advantage. The chief vehicle to achieve outsourcing is subtracting agreements. *A recent report which reviewed three hundred company technology-decision makers pointed out that just twenty eight percent of associations suppose that IT outsourcing can offer major cost savings. In addition, the study discovered numerous fundamental concerns in the minds of possible outsourcers. Over half of respondents pointed out that a defeat of internal knowledge was a major drawback of outsourcing, while another forty-one percent designated that lower service quality was a main concern. Potentially the most worrying statistic for outsourcing companies is the fact that such concerns were considerably lower merely two years ago when only twenty-three percent pointed out service quality as a major drawback. While this survey appears to some extent of an outlier statistically, it does agree with the recent inclination seen in many large companies who are getting IT work back in-house. Such news elevates more questions concerning the sustainability of outsourcing
Explain the Role of Motivation in Enhancing Sports Performance
Explain the Role of Motivation in Enhancing Sports Performance Motivation is one of the main psychological factors affecting sports performance. There are many different types of motivation and different levels that have different affects on how we perform. It also comes with many definitions. One basic definition of motivation is "the drive to strive". Sage (1974) defined motivation as "the internal mechanisms and external stimuli which arouse and direct behaviour. This definition is much more refined than the first as it makes reference to both intrinsic and extrinsic motivation as well as arousal. One type of motivation is intrinsic motivation, this is the internal emotions and feelings that drive us during performance. These include things like enjoyment, accomplishment and pride. Another intrinsic motivator is physical feeling, how the body feels while exercising. Marterns describes intrinsic motivation by providing the following examples, "inner striving to be contempt and self-determining, a sense of mastery over a task, a sense of achievement." When a person reaches these states of mind they will be fully motivated and will performance at their highest potential. Csiksentmihalyi developed the notion of the "intrinsic flow experience" which is total concentration, loss of self-consciencness and total control during activity. When a person is in this unconscious flow
Critically evaluate the notion of scientific management. Is it still a relevant concept for understanding contemporary work organisations?
Critically evaluate the notion of scientific management. Is it still a relevant concept for understanding contemporary work organisations? Frederick W. Taylor invented the theory of scientific management in the late nineteenth century. The theory refers to the attempt to make business decisions on the basis of data that is researched and tested quantitatively. It was based on the idea that in order to raise, and secure, a high level of output it was necessary to determine what levels of performance were physically possible, and to link these to pay (Kelly, 1982). Taylor argued that the principal objective of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee (1911). Scientific management was a replacement for "rule of thumb" management practice. This generally consisted of guesswork and was highly inaccurate and inefficient. Taylor's model was therefore established to make management and, to an extent, industry more proficient and logical by substituting science for rule of thumb. He proposed that the application of the methods of science be brought to the arena of industry. In particular, Taylor proposed to measure what workmen actually did, according to times taken, and to develop on that basis the 'one best way of working' (1911). By means of quantitative methods, Taylor managed to improve
In the current business environment, what role do job design and workforce diversity play in attempts to improve individual and organizational performance.
Assignment 1 "In the current business environment, what role do job design and workforce diversity play in attempts to improve individual and organizational performance." Human Resource Management (HRM 502) Zaved Mannan D-6 Tower Bhaban, Fuller Road Dhaka University Campus Dhaka 1000 Bangladesh Student ID: 11320053 Date: 29.08.2010 Charles Sturt University Australia Table of Contents Introduction 4 Job Design Defined 5 Workforce Defined 6 Workforce Diversity Defined 6 Performance Management 8 Role of Job Design in attempts To Improve Performance 9 Job Specialization 9 Rotation 9 Job Enlargement 11 Job Enrichment 11 Job Characteristics Model 12 Empowerment 13 Role of Workforce Diversity in Attempts to Improve Performance 15 High Quality Decision Making 15 Better Understanding and Service of Customers 15 More Satisfied Workforce 16 Higher Stock Prices 16 Lower Litigation Expenses 17 Higher Company Performance 17 Job Design and Workforce Diversity 18 Tracking Diversity Metrics and Diversity-Related Goals 18 Explicit Rewards for Increasing Diversity and Diversity Training Programs 19 Review Recruitment Practices 19 Conclusion 20 References 22 Introduction Appropriately managed diverse workforce can
Religion and Workplace Implications.
RELIGION AND WORKPLACE IMPLICATIONS A presentation and discussion by: MBA 8811 Human Resource Challenges April 14, 2003 RELIGION AND WORKPLACE IMPLICATIONS To merely state that religion is part of our essential make-up, would be stating the obvious and indeed would be an understatement. By simply examining the historical lengths that various religions have been practiced, one can understand the significance of religion to human-kind. Although it is nearly impossible to establish a specific starting point for religions, the following table displays a few major religions and their approximate time of existence. Religion has been and will continue to be a significant element in our lives. Further, as the self-proclaimed Melting Pot, all of the above religions, plus countless others are practiced in the United States. For many American workers, religion and spirituality provide a direct channel for life enrichment, happiness, and success. In most cases, the fruits of religion are achieved in the person's private life. Increasingly, however, there are times when a person's religious beliefs, practices, and opinions enter the workplace, come into conflict with job responsibilities, or perhaps even come into conflict with co-workers. Additionally, if an employee for example, is the only one at work who practices Islam, that person may be subject to discrimination or
Gulf states Metals Inc. - Firstly, analyse the issues that are contributing to the low performance, secondly, to provide some options for moving forward and thirdly, to present a set of substantiated recommendations.
Gulf States Metals Inc. (GSM) is a large nickel refinery plant that has suffered poor financial performance and is under the threat of being shut down by its parent company International Metals Inc. This paper aims to, firstly, analyse the issues that are contributing to the low performance, secondly, to provide some options for moving forward and thirdly, to present a set of substantiated recommendations. The analysis will be tackled through a multi-frame approach, incorporating a structural frame, human resource frame, political frame and symbolic frame as proposed by Bolman and Deal (1997). Structural Frame Analysis The structural frame asserts that organisations exist to achieve goals and objectives, and that they must be designed to fit the circumstances according to goals, technology and the environment. Organisations are thought to increase efficiency and enhance performance through specialisation and division of labour. To ensure that the divisions work together, appropriate forms of coordination and control are essential to ensure that individuals and units work together in service of organisational goals. The structural frame also assumes that problems, and performance gaps, arise from structural defects and can be remedied through restructuring (Bolman and Deal, 1997; Burnes, 1996). GSM's overall structure is hierarchical and based around functional groups.
The meaning of management is important to be able to establish whether the term management is generic.
Abstract The meaning of management is important to be able to establish whether the term management is generic. In my opinion, management is generic, since after having acquired the right skills to become a manager, the skills can be transferable to another position in the managerial level. Hospitality management is a combination of all services and products sold to people outside their houses. Management is a group of individuals taking decisions about how the business is run. The basic skills include problem solving and decision making, planning, meeting management, delegation, communications and managing yourself. Despite similarities in the general activities of management, the jobs of individual managers will differ widely. The work of the manager is varied and fragmented. Generic means common, general, these skills can be transferable. Mullins states that management is a generic term and subject to many interpretations. There are two main categories of skills, technical skills and generic skills. Technical skills are specific to perform a particular task, as for example computer skills, language skills, and laboratory skills. Yet generic skills are often referred to as transferable, since they can be easily transferred from situation to another. .0 Introduction Working in a research department of a consultancy, which specialises in the hospitality sector of
The contribution made by the HR function towards the achievement of Hilton's corporate objectives.
Emily Mason January 2004 The contribution made by the HR function towards the achievement of Hilton's corporate objectives. CIPD PDS Year 2 Assignment People Resourcing Elective Tutor: Graham Hoyle Contents Contents 2 .0 Acknowledgements 3 2.0 Terms of Reference 4 3.0 Methodology 5 4.0 Introduction 6 5.0 Findings 7 5.1 Resourcing 7 5.1.1 Recruitment and Selection 8 5.1.2 Manpower Planning 10 5.1.3 Performance Management 11 5.1.4 Release 13 5.1.4.1 Redundancy 13 5.1.4.2 Dismissal 14 5.1.4.3 Voluntary Leavers 14 5.1.4.4 Retirement 15 5.2 HR at a Strategic Level 16 5.3 Integration of HR Policy 19 5.4 Added Value 21 6.0 Recommendations 23 7.0 Conclusion 24 8.0 Bibliography 25 8.1 Electronic Sources 25 9.0 Appendices 26 Appendix 1 Sickness and Harassment Policy Appendix 2 HOD Presentation - November 2003 Appendix 3 Hilton Redundancy Pack Appendix 4 Disciplinary Policy Appendix 5 HR Annual Performance Review 0.0 CPD Log 27 .0 Acknowledgements I would like to thank the following people for their assistance with my research; * Lizzy Robertson, Area Human Resources (HR) Director - Hilton Brighton Metropole * Peter Hales, General Manager - Hilton Brighton Hotels * Clare Price, Regional (Southern) Human Resources (HR) Director - Hilton Hotels 2.0 Terms of Reference This report consists of the following parts:- . It briefly considers the
Psychological Contracts
Psychological Contracts Introduction The term 'psychological contract' first appeared in the early 1960s but became more popular after the economic downturn in the early 1990s. Compared to legal employment contracts, it represents a more realistic employment relationship. The essay tends to discuss psychological contracts as "an emerging construct changing the nature of employment relationships" in the workplace today. (Clutterbuck 2005, pp.361) The essay will start with the definition of the psychological contract. And then, its relevance to employees and employers in the traditional and new models will be analysed. The essay will conclude with discussions on the possible outcomes associated with a breach of a psychological contract. Definition of a Psychological Contract A psychological contract refers to "the mutual beliefs, perceptions, and informal obligations between an employer and an employee." (Makin, Cooper, and Cox 1996, pp.17) Simply put, psychological contracts represent employees' perceptions of what they owe to their employers and what their employers owe to them. The term 'psychological contract' was first used in the early 1960s but became more popular following the economic downturn in the early 1990s. It sets "the dynamics for the relationship and defines the detailed practicality of the work to be done." (Makin, Cooper, and Cox 1996, pp.17)
The following assignment will take a detailed look into the recruitment practices of Regent Furniture Company (RFC). Certain areas of RFC's recruitment will be
Introduction The following assignment will take a detailed look into the recruitment practices of Regent Furniture Company (RFC). Certain areas of RFC's recruitment will be studied and relevant conclusions will be drawn to give some idea of how their recruitment process works. For the understanding of RFC's recruitment process and practices certain areas must also be looked upon outside of the organisation, these areas include the legislation which accompanies recruitment and the purpose of recruitment. Task 1 Recruitment Foot & Hook (1999) et al believe 'Recruitment is a practice which is made up of activities. These activities are all directed towards the location of potential employees. It also involves the attraction of suitable applicants.' This belief is also backed up by Dowling & Schuler (1990) et al who state Recruitment is 'searching for an obtaining job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs.' Regarding the two above statements it is obvious to see that a large part of recruitment is finding the best possible people for the particular job available. Looking at the recruitment activities of RFC they fill their positions using 'word of mouth' and/or 'internal promotions'. These two kinds of recruitment which RFC follow may not attract the best possible candidates around.