respect to the employment relationship. Few of these elements are likely to have been specifically discussed; most are inferred only‚ and are subject to change as both individual and organisational expectations change (Goddard 1984; Rousseau 1990; Sims 1990‚ 1991‚ 1992). Psychological contracts differ from legal contracts with respect to procedures followed in the event of breach of contract. Breach of a legal contract allows the aggrieved party to seek enforcement in court. Breach of a psychological
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Psychological Empowerment and Workplace Learning: An Empirical Study of Saudi Telecom Company Dr.Abdullah AL Zahrani Assistant Prof.‚ King Saud University‚ Riyadh Community College‚ Department of Administrative Science P.O.Box 28095‚ Riyadh 11437‚ Kingdom of Saudi Arabia Email: azahrani@ksu.edu.sa Abstract INTRODUCTION The knowledge-based competition‚ accelerated globalization‚ advanced information technology‚ and growing knowledge in diverse fields are the main developments and changes
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strategies (Lam & White 1998). Recruitment and selection strategies flow ultimately from the organisation’s mission and strategic objectives (i.e.‚ the strategies and processes of recruitment and selection must be compatible with business strategies) (Nankervis‚ Compton & Baird 2002). Social scientists argue that through the integration with business strategies‚ recruitment and selection help achieve strategic goals and enhance organisational performance (Becker & Gerhart 1996‚ Youndt‚ et al
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environmental engineers to assist in the prevention‚ control and remediation of environmental health hazards. Motivation Employers want employees to perform in ways that lead to better organizational performance (Milkovich & Newman‚ 2008‚ p. 256). According to Milkovich and Newman (2008)‚ incentive pay and other rewards should be used to reinforce desired behavior‚ but compensation alone will not attract and retain top performing employees (p. 258). Improving motivation is the key to managers
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References: □ Beardwell‚ I.‚ & Holden‚ L. (1998). Human Resource Management A Contemporary Perspective. London: Pitman. □ Cane‚ S. (1996). Kaizen Strategies for Winning through People. London: Pitman Publishing. □ Dessler‚ G. (1978). Personnel Management Modern Concepts and Techniques. Virginia:
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of payment‚ differentiate payment within a specific job‚ and pay above market rates similar to market compensation rates or below market compensation rates. These decisions which are important by those who manage compensation systems according to Milkovich‚ Broderick‚ (1989) are the following. Compensation’s role is very important in Human Resources. Decisions regarding employment security‚ development and training‚ career opportunities‚ employee assistance programs and organization design‚ along
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motivation and organizational effectiveness Motivation According to Butkus & Green (1999)‚ motivation is derived from the word “motivate”‚ means to move‚ push or influence to proceed for fulfilling a want (Kalimullah et al‚ 2010). Bartol and Martin (1998) describe motivation as a power that strengthens behavior‚ gives route to behavior‚ and triggers the tendency to continue (Farhad et al‚ 2011). This explanation identifies that in order to attain assured targets; individuals must be satisfactorily
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Annals Introduction Agency theory is secure among the pantheon of conceptual/theoretical foundations that inform research in corporate governance. Indeed‚ agency theory not only predates other influential theories‚ including resource dependence (e.g.‚ Pfeffer & Salancik‚ 1978; Selznick‚ 1949; Thompson & McEwen‚ 1958; Zald‚ 1969)‚ the resource-based view (e.g.‚ Barney‚ 1991; Barney‚ Wright‚ & Ketchen‚ 2001; Wernerfelt‚ 1984)‚ and institutional theory (e.g.‚ DiMaggio & Powell‚ 1983; Meyer & Rowan‚ 1977;
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GG (1991). Industry Determinants of Organizational Culture’‚ Academy of Management Review‚ vol Hammer‚ M (2001). The superefficient company’‚ Harvard Business Review‚ vol. 79‚ no. 8‚ pp. 82-91. Hofstede‚ G‚ Neuijen‚ B‚ Ohayv‚ DD & Sanders‚ G (1990). Measuring Organizational Cultures: A Qualitative and Quantitative Study across Twenty Cases’‚ Administrative Science Quarterly‚ vol. 35‚ no. 2‚ pp. 286-316. House‚ R.‚ Javidan‚ M.‚ & Dorfman‚ P. W. (2001). Project GLOBE: An introduction. Applied
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com/importance-of-employee-relations.htm http://www.managementstudyguide.com/human-resource-management.htm http://www.managementstudyguide.com/understanding-job-analysis.htm http://www.managementstudyguide.com/performance-management.htm Noe‚ R.; Hollenbeck‚ J.; Gerhart‚ B.; Wright‚ P.M. (2011). Managing Human Resources. Fundamentals of Human Resource Management‚ Fourth Edition‚ Ch 1‚ p 2-9.; Ch 4‚ p 96-99; Ch 7 p 190-213; Ch 10 p 294-313; Ch 13 p 384-400. WiseGeek (2003-2012). What is Human Resources Planning. Wise
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