This chapter takes a look at core theories and methodology for the logic behind this study. It takes into consideration theoretical background on human resource management, empowerment, work life balance, competence development and employee commitment. Armstrong M (2006) defines Human Resource Management (HRM) as a strategic and coherent approach to the management of an organization’s most valued assets - the people working there who individually and collectively contributes to the achievement of
Introduction The aim of this research is to identify the motivational practices that take place in small businesses to improve their employee’s performance and the relation between motivation and employee performance. Motivation plays a very big role in small businesses to succeed because it is a small business and the employees need motivation to lead the business to higher standards. It is considered that when small businesses know how to invest and use their resources have the ability to develop
company with competitive edge as compared to others (Rizwan et al, 2010). Employee Performance fundamentally depend on many factors like performance appraisals, employee motivation, Employee satisfaction, compensation, Training and development, job security, Organizational structure and other, but the area of study is focused only on employee motivation as this factor highly influence the performance of employees. Employee motivation is one of the policies of managers to increase effectual job management
Given current circumstances organizations are paying particular attention to one specific HRM practice that influences an organizations’ performance which is performance appraisal (Chen & Eldridge, 2010). Even though performance appraisals are considered as a necessity, both appraisers and appraisees dread the entire process (Lim & Ling, 2012). However, according to DeCenzo & Robbins (2013) conducting performance appraisals serve three important purposes: 1) providing two-way feedback between employees
Labour Relations has its roots in the division of labour through the factory system where workers were, for the first time, brought together in a formal organisational setting (Budeli, 2009). These interactions and the degrading of humans, the effects of mass production, as well as the subsequent loss of identity, often led to conflict and a need to better understand and manage
Employee Retention Policies Adopted by Floating Hotels in Egypt Michael Magdy Zaki Ibrahim Hotel Management Department Faculty of Tourism and Hotels South Valley University Abstract Effective employee retention is a systematic effort by employers to create and foster an environment that encourages current employees to remain employed by having policies and practices in place that address their diverse needs. These practices are used to prevent valuable employees from leaving their jobs. How to
employees with a view to discouraging them understand behaviour and encouraging positive behaviour. It is the negative treatment exercise on the employees who are not performing their work as expected. 2.3.2 Identifies the implication for management practice for two of the management style. Democratic style A democratic manager delegates authority to his/her staff, giving them responsibility to complete the task given to them. Staff will complete the tasks using their own work methods. However, the
Introduction “Retention of right employee in the right job at the right time with a right pay and good working environment leads to organisation’s growth and success” Employee retention refers to policies and practices the companies adapt to prevent main employees from leaving their jobs. How to preserve valuable employees is one of the toughest tasks that are making the companies to strive hard to survive in the competitive marketplace. Usually replacement costs of an employee are 2.5 times the salary
Introduction “Retention of right employee in the right job at the right time with a right pay and good working environment leads to organisation’s growth and success” Employee retention refers to policies and practices the employers adapt to prevent main employees from leaving their jobs. How to retain valuable employees is one of the toughest tasks that are making the companies to strive hard to survive in the competitive marketplace. Usually replacement costs of an employee are 2.5 times the salary of
Negative and destructive criticism publicly Destructive critics go down with the team moral as it send a message, do what I want. Sometimes managers claim that they want the best for others while they do what they think it is good for them. Constructive feedback offers energy and creates a learning culture where mistakes as accepted and used to gain experience .feedback should be based on facts and is not depending on gut feelings. So negative feedback isn’t a negative word and should be handled