Theories of HRM Equity theory Equity theory is a theory that attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Considered one of the justice theories‚ equity theory was first developed in 1963 by John Stacey Adams. Employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others. Equity theory
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1. Definition Company counseling was a psychological health care intervention which could take many forms. It aimed to assist both of the employers and employees by intervening with an active problem-solving approach to tackling the problems at hand. (PGA Group‚ 2013). Counseling included working with individuals and with relationships which may be developmental‚ crisis support‚ psychotherapeutic‚ guiding or problem-solving. The task of counseling was to give the client an opportunity
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UNIVERSITY. FEBUARY 2012 List of acronyms ➢ MMR- Maternal Mortality Rate ➢ IMR - Infant Mortality Rate ➢ UBOS- Uganda Bureau of Statistics ➢ NPA- National Planning Authority ➢ HDI- Human Development Index ➢ MOH- Ministry of Health ➢ MOFPED- Ministry of Finance Planning and Economics Development ➢ MDG- Millennium Development Goal ➢ UNICEF- United Nations International Children’s Education Fund
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Q1: (a) INTERNAL FACTORS AFFECTING BUSINESS ENVIRONMENT: Companies must endure economic recessions‚ competing businesses stealing their market share and dips in their stock price. However‚ these external factors are not the only problems businesses face. Companies must deal with internal factors as well. Internal issues can create just as many problems as external ones. Sometimes‚ the two types of factors are linked. Employees : The caliber‚ attitude and work ethic of a company’s employees are
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child’s mind and a healthy mental development. Also children that move country are cognitively halted due to the fact that they have to ‘catch up’ with new languages and culture. As children enter the later stages of their childhood‚ many differing factors can be identified about how they were raised or just by assessing their attitude‚ actions and abilities. Some children are more interested in getting a university degree‚ while others are still immature and don’t have any idea of what they want to
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leadership skills‚ the ability to shift attitudes and behaviors‚ the capacity to exert effective influence and work through others‚ the talent for successful partnership working and‚ most importantly‚ having the potential to adapt quickly to internal and external change‚ and to get that change owned and embedded in an organization. These are the core competencies sought by organizations the world over‚ regardless of sector‚ industry‚ specialism‚ background or level. Because there is a relatively small "pool"
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Michael C. Caliboso Human Resource Management | MGT411 BLC Instructor: Connye Harper LASA 1—Human Resource Planning August 01‚ 2013 Human Resource Planning Human resource planning is one of the crucial practices in human resource management today‚ an embodiment of policies‚ practices‚ and systems that influence employees’ behavior‚ attitudes‚ and performance (Noe‚ Hollenback‚ Gerhart‚ & Wright‚ 2008‚ pp. 1-2). HR planning plays the role of supporting any organization’s strategy by identifying
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about Labour Industrial Relations between Martha Philander‚ an employee at a fast food franchise and her supervisor. It shows how employee‚ employer relations van be destroyed by ingorance. According to recent survey conducted by the Society of Human Resource Management‚ employees are more likely to trust theire supervisor or manager than they are to trust the senior leaders in the organisation. Nevertheless‚ experts encourage leaders to work on building trust. The Namibia labour Act Policy on HIV/AIDS
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Human Relations Approach to Management The classical school did not give importance to the human aspects of the workers. Therefore‚ they did not achieve a high level of production efficiency and co-operation between the management and workers. The failure of the classical approach led to the human relations movement. The human relations experts tried to integrate (combine) Psychology and Sociology with Management. According to them‚ organisation is a social system of interpersonal and inter group
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Student name: Naomi Pillay Student number: 49953915 Human Resource provisioning (hrm2601) Unique number :880206 Assignment 2 (based on study unit 4‚5‚6 and 7) Table of Contents 1. Job analysis and Hr activities 2. Recruitment 2.1. Advantages of external recruitment 2.2. Disadvantages of external recruitment 3. Selection 4. Illegal aspects of selection 5. Orientation Programme 6. Promotion 6.1 Internal staffing Job analysis and hr activities Q1. Job Analysis is the process of
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