incidences of downsizing practice have increased across economies to deal with the requirements of increasing competition. The initial concept of downsizing was tried in economies like US during the 1990s to deal with the Japanese competition. These organizations, even introduced the concept of temporary work contracts (Littler, 2000). These strategies later became one of the major intervention strategy for organizational change across the economies. (French & Bell, 2003). Downsizing affects both
2 CHAPTER 1 RESEARCH BACKGROUND 1.1 Background of the Study Downsizing is a procedure that has been utilized generally by the organizations over the past two decades to face the entanglement developed with the different competitive surroundings. Downsizing is a kind of restructuring organizations in term of workforce degrading to get the required upgrade in work structure, restructure the organization and authorizing competent human resources to keep up the business intensity (Kulkarni, 2013)
motivates employees to work under such conditions. As well as the importance of the decisions that organizations take, which lead to extreme working conditions, with a special focus on the impact of different work practicing, such as, temporary work, downsizing, outsourcing and offshoring, on working conditions.
universal phenomenon. Every job is challenging and demanding as it requires high performance, high quality, high expectation and getting desire fulfilled. Employees are made to work for longer hours and to have a stressful lifestyle. Today work life is so difficult to manage and one of the major factors is stress. Stress is a condition which builds physical and emotional pressure. Stress affects employee health, performance which leads to tension, anxiety, depression, anger. Stress can be categorized
The world of work is rapidly changing. As a part of organization, Human Resource Management (HRM) must be prepared to deal with effects of changing world of work. For the HR people it means understanding the implications of globalization, work-force diversity, changing skill requirements, corporate downsizing, continuous improvement initiatives, re-engineering, the contingent work force, decentralized work sites and employee involvement. There are an incredible number of pressures on today's organizations
compensation. But in truth, the administration of HR is just a nasty by-product of the actual goal: increasing the productivity of resources which in turn effects the operations in a company. This involves recruiting the highest quality resources, getting them trained so that they have the best capabilities, or initiating corrective actions through performance cycles.(Wu, W, http://insights.wired.com) 2. THE ROLE OF HR IN LEVERAGING OPERATIONS 2.1 What are Integrated
According to McCabe and Antony (2002), phobia can be regarded as a social anxiety disorder which brings the same meaning as exposure to public or performance situations. The situations include speaking, eating in public, writing and so on in which awkwardness or humiliation may arise that lead to the avoidance of the feared situations (McCabe & Anthony, 2002). In addition, phobia is a feeling of strong
of production. Human Resource Management is a managing effectivelyemployee in company. HRM works with employment problems by the law and with the directives of organization. HRM involves many departments in the company like staff hiring, setup performance of management, reentering of staff and change management. Anotherdefinition of HRM involves managing people in widely prospective way, which managing people in good relation between the management of company and their employees. Therefore
fairness in organizational settings (Greenberg, 1990) the interpersonal treatment people receive as procedures are enacted (Bies & Moag, 1986). The precursor of organizational justice was laid down by Adams (1963). Recent studies view justice to safeguard a broader context. However the understanding of justice is known as in its “adolescent” stage (Miller & Daus, 2004). There are still many debates and inconsistencies in the literature concerning what number of dimensions organizational justice has
The constant movement in careers and changes in the economy has helped increase the need for career counselors. Individuals will experience different obstacles, aspirations, and goals throughout their life that will affect their career development. One of the main roles of a career counselor is acting as a motivator in helping individuals lives a more satisfying life (Krumboltz, 2011). In order for individuals to lead a satisfying life, they must have a good grasp of self. Career decision requires