Managing different generations. Through the analysis of the Australian workforce it can be seen that there are predominantly three generations within the 21st century labour market. These are generation X, Y and the Baby Boomers. Each generation is shape
Group Case Report Student: Sarah Evans Student Number: 30791604 Student: Nada Banovic Student Number: 30527068 Student: Kim Ritchie Student Number: 30477093 Student: Frosina Ivanovski Student Number: 30577375 Tutor: Carole Brady Workshop Time: 3.30-5.30 Tuesday Due Date: April 10th 2009- 12noon Date Submitted: Contents Contents 1 .0 Executive Summary 2 2.0 Introduction 3 2.1 Report Topic 3 2.2 Limitations 3 2.3 Sources of Data 3 2.4 Organisation of Report 3 3.0 Generational work values and attitudes 4 3.1 Generation Y 4 3.2 Generation X 5 3.3 Baby Boomers 6 4.0 implications on the 21st century organisation 6 4.1 Staff retention 7 4.2 Staff attraction 9 4.3 Organisational structure and culture 9 5.0 Managerial policies and implementation 9 5.1 Cognitive motivation theories 10 5.1.1 Equity Theory 10 5.1.2 Expectancy Theory 11 5.1.3 Goal-setting theory 11 5.2 Planning and change at a managerial level 12 5.3 Management by objective (MBO) 14 5.3.1 Goals and Plans 14 5.3.2 Equity theory and MBO 14 5.3.3 Expectancy theory and MBO 15 5.3.4 Communications and MBO 15 6.0 Working towards a sustainable organisation 15 6.1 Skill shortage and labor shortage 15 6.1.1 Human Resource Development and Corporate Sustainability 16 6.2 Generational integration and job sharing 17 6.2.1 The sustainable benefits of generational integration and job
Qantas: New Work choices
TABLE OF CONTENTS SYNOPSIS 2 INTRODUCTION 2 WORK CHOICE,AWA'S & STATE AWARDS 3 OCCUPATIONAL SAFETY AND HEALTH LEGISLATION 6 UNFAIR DISMISSAL 8 ANTI DISCRIMINATION LEGISLATION, EQUAL EMPLOYMENT OPPORTUNITIES AND AFFIRMATIVE ACTION LEGISLATION 10 CONCLUSION 14 REFERENCES 16 Synopsis This is the intention of this paper to critically evaluate the pros and cons of the new work choices laws in relation to AWA's, Awards, Unfair dismissals, Occupational Health and Safety, Affirmative Action, Anti discrimination and Equal Employment Opportunity, also having analyzed the key advantages and disadvantages of the respective changes in regards to the above enactments, this paper further analyses how the HR manager at Qantas Pvt Ltd, has seeked to reconcile and has been successful in reconciling the competing demands being faced, between the employer, employee and the state and federal governments. Introduction It is the intention of this essay to critically evaluate and discuss the needs of the employers and the 37000 odd employees of the Qantas group which is widely regarded as the world's leading long distance airline and one of the strongest brands in Australia, and also the needs of the State and Federal governments. In addition this essay will also critically evaluate the competing demands being confronted by the human resource manager and discuss how these issues need to
Managing in a Strategic Business Context
CONTENTS . INTRODUCTION 3 2. WHAT IS CORPORATE SOCIAL RESPONSIBILTY (CSR)? 4 3. DOES COMPANY FULLY SUPPORT CSR AND DOES IT INFLUENCE INVESTMENT DECISIONS? 9 4. CONCLUSION 13 5. REFERENCES 15 6. APPENDICES 16 6.1 Appendix A 17 6.2 Appendix B 18 6.3 Appendix C 19 6.4 Appendix D 21 . INTRODUCTION The aim of this report is to investigate the purpose and define the term corporate social responsibility. I have researched and analysed my employer and draw upon theoretical evidence to compare with my organisation. It measures my company's success in the area of corporate social responsibility and how it influences its shareholders, employees and investment decisions. This report will investigate the definition of corporate social responsibility and the relationship between corporate social responsibility and financial measurement. Company's corporate social responsibilities involve people sharing and playing a role in inspiring society. Company is conscious of their role in society, and have established corporate social responsibility processes and an approach to ensure that these social activities are instilled in their management and operational processes. 2. WHAT IS CORPORATE SOCIAL RESPONSIBILTY (CSR)? Corporate social responsibility (CSR) is a concept whereby organisations consider the interests of society, by taking responsibility for the impact of
Investigate the causes of labour turnover.
Business Studies 2003 Leaving? By Amy Nurse Tutor: Gail Thrippleton Abstract Leaving? A question all employers ask of their staff if they leave the company is, why are you leaving and what might make you stay? The manager of Company X has such questions. He wishes to find out how the current employees feel and how he can reduce the labour turnover at Company X. This report looks into all the possible reasons for high level of labour turnover, specifically the reasons at Company 1X and how it can be reduced. Acknowledgements I would like to take this opportunity to thank all the staff at Company X who helped me successfully complete my study. I would also like to thank my parents and friends for their constant support throughout this year, which has been extremely difficult for me due to some personal problems. Their constant help and support has made it possible for me to be able to complete my final year. Table of Contents ABSTRACT 1 ACKNOWLEDGEMENTS 3 . INTRODUCTION 5 .1 Aims of the Study 7 2. LITERATURE REVIEW 8 2.1 Labour Turnover 8 2.2 Labour turnover in the UK 8 2.3 Labour turnover in the retail industry 9 2.4 Costs for companies with high labour turnover 11 2.5 Ways to control turnover 14 2.6 The reasons for labour turnover 17 2.7 Labour turnover at Company X 20 4. FINDINGS 27 5. CONCLUSIONS AND RECOMMENDATIONS 39 BIBLIOGRAPHY 43
Applied business Psychology
Introduction: For this essay I will be interviewing a full time paid individual. The assay will include analysis of the challenging/difficult work and none work roles and analyse they thoughts, feelings and behaviour using the personality, stress and emotion theory. The essay will establish my outcomes of my learning from the analysis of their experience. The contributor I will be interviewing is Mrs Farah Bhoja; she works for a GP surgery as a practise manager in South West London area. She has been working for the surgery now for 10 years and has been acting as practise manager for the last 5 years. She started off as a receptionist and worked her way up to being an admin secretary then to assistant manager and now to practise manager. An Analysis of her work roles Farah Bhoja has been working at the surgery now since 1999. When she started off her job roles included dealing with the public, answering calls, doing prescriptions, making sure that the doctor's rooms were clean before the next clinic. However, she then became the admin secretary where she was not dealing with the public much. It included more of typing out referral letters, taking calls for the doctors, ordering equipment for the surgery. After 4 years of being an admin secretary she was offered the position of being the assistant manager which she took up. She was the assistant manager for 2 years and now
Expatriate Paper
Anastasia Karkacheva Expatriate Paper IHRM 2/17/2010 The purpose of this report is to describe my ability, preparation and qualification for completion of the expatriate assignment for Acme Cola in Paris, France. Besides my educational qualifications, I have been employed in the HR field for seven years and spent the last two years in HQ as a special assistant to the VP of HR. I was born and raised in Moscow, Russia and while I am a citizen of United States I feel a strong connection to my European roots. I have studied French for 3 years while I was acquiring my formal education and have always admired French culture and history. Therefore when this expatriation opportunity presented RHr Hitself I felt as though my candidature should be acknowledged and among those considered. In terms of economy France ranks fifth in the world considering its GDP of 2.66 trillion as of 2009 and it forecasted to grow between 1.3% and 1.7% by the end of 2010. It has a skilled workforce, substantial agricultural resources and a large industrial base. Government economic policy of France currently aims to promote domestic growth and investment while creating new jobs and reducing the high unemployment rate. In the first quarter of 2010 the unemployment rate in metropolitan France increased by 0.3% from 9.2% in 2009. The French government continues to control a large share of economic
Job Seeking Report
Communication B (BUS102B) in Semester 3, 2002 Job Seeking Report LO Hing Yi (Annie) Student ID: LOHYC23 Table of Content Introduction Part A . Good communication is necessary 2. Tools and techniques needed to find job 3. Employers want from today's employees 4. Case - Job advertisement examined 2 5. An interviewee's communication skills and techniques 3 6. Employer seeking in the interview 4 7. checklist and time-line for job application 5 Part B 6 . Job advertisement 6 2. A persuasive Cover letter 7 3. A resume 8 Part C 0 . 25 questions which employer may ask 0 2. 5 questions 1 would like to ask 0 Part D -- Feedback section 1 Conclusion 1 References 2 Introduction Job seeking is a door to a new page in the life. The first job for a graduate is extremely important. However, how to get a job successfully? Part A . In today's world, people must work with others in order to accomplish almost anything. At the moment that another person becomes involved, communication must take place. However, everyone have different backgrounds then have different interpretations of certain words and expressions. (Comstock, 1985) If we do not have good communication, messages are be non-understood or misunderstood easily. In today's business, employers may fire people who cannot follow his order. Besides, during finding the job, bad communication may lead
Discuss the impact of emotional labour on front line service workers. What factors might influence this impact?
Discuss the impact of emotional labour on front line service workers. What factors might influence this impact? Front Line Service Workers (FLSW) interact directly with customers, in service organisations. In this interaction, he will have to perform emotional labour. Emotional labour is that work performed by the FLSW who displays his emotions and feelings in the organisation's desired orientation (Morris, Feldman 1997). This concept differentiated between the organisation's expectations on emotional display and employees' actual experienced emotions. Emotional Labour has repercussions upon the management, the customer and, no doubt, the employee himself- the performer of emotional labour. Hochschild (1983), who coined the term emotional labour, would emphasise in the FLSW being required to induce or suppress feelings, to sustain this apparent orientation. She states this brings about a number of negative impacts upon the employee, without any benefits. Many other researchers, and empirical data, would suggest a contrary notion as there are positive impacts. The negative and positive impacts upon the FLSW are presented below, and how they come about. This is followed by the contingent factors that could enhance or alleviate these impacts. The emphasis on emotional labour has in part come about to maintain a differential edge. The competitive advantage gained from low
An Analysis of Human Resource Management in Hangzhou Xinglong Down Co., LTD.
Coventry University MBA in Business School Title: An Analysis of Human Resource Management in Hangzhou Xinglong Down Co., LTD Module: M62BUS Human Resource Management Tutor: Roger J Brown Submitted By: Jiaxing Xu Length: 3073 Pages: 16 Date: 22/03/2004 Content: Background 1 The PESTEL Analysis 2 The McKinsey 7-S 4 The Hard 3-S 4 The Soft 4-S 6 HRM Strategy 7 HR Activities 8 Best Practice 10 Best Fit 11 Recommendations to Improve HRM Activities 13 References 15 Bibliographies 16 Background: Hangzhou Xinglong Down Corporation Limited (XL) was founded in 1990, which was a state-owned business at that moment. The main products were various ducks and gooses' feather, and the number of employees was about 50 only. In 1995, with the better export policy as well as
Managing Performance and Diversity.
Managing Performance and Diversity "Managing diversity is based on the concept that people should be valued as individuals for reasons related to business interests, as well as moral and social reasons"1. Diversity allows an organisation to broaden its horizon. According to CIPD "Managing diversity successfully will help organisations to nurture creativity and innovation and thereby to tap hidden capacity for growth and improved competitiveness". Where diversity exists in a workplace, its employees will feel part of the organisation. They will know that they are being valued by the organisation and it will cater for their need. A happy workforce will only lead to a better workforce. Managing diversity will eliminate the problems will face in society today whether it be ethnicity, disability, age and so forth. Diversity is not the issue of HRM but rather the whole spectrum of an organisation. It is the issue of line managers, supervisors and board members, from top to bottom. Within the police force there is a lot of issues happening regarding diversity. The police force has been under immense scrutiny for the last few years. The case of Stephen Lawrence case has been one of the most significant impact on the police force. It highlighted the problems within the police force and what it needed to do in order to become more trustworthy to the community it served.