Management

Our perception of people differ from our perception of inanimate objects such as desk, machine or building, because we can make inferences about the actions of people that we don’t make about in animate objects. Non-living objects are subjects to the law of nature, but they have no beliefs, motives, intentions. But people do. The

Every organization develops a particular model in which behaviour of the people takes place. This model is developed on the basis of management’s assumptions about people and the vision of the management. Since these assumptions vary to a great extent, these result into the development of different organizational behaviour models (OB models). From the very

Individuals in organizations make decisions and hence they make choices among two or more alternatives. Making decisions is not the safe province of managers. Nonmanagerial employees also make decisions that affect their jobs/the organizations for which they work. An increasing number of organizations in recent years have been empowering their non-managerial employees with job related

In the 1990s several forces were shaping the broad field of HRM. The first key force, new technologies particularly information technology brought about the decentralization of communications and the shake- up of existing paradigms of human interaction and organizational theory. Satellite communications, computers and networking systems, fax machines, and other devices were facilitating rapid change.

India’s Changing HRM Horizon The outlook to Human Resource Management in India has witnessed sea-change in last two decades. Economic liberalization in 1991 created a hyper-competitive environment. As international firms entered the Indian market bringing with them innovative and fierce competitiveness, Indian companies were forced to adopt and implement innovative changes in their HR practices.

The Utilitarian Approach – Some ethicists emphasize that the ethical action is the one that provides the most good or does the least harm, or, to put it another way, produces the greatest balance of good over harm. The ethical corporateaction, then, is the one that produces the greatest good and does the least harm

HR Managers today are focusing attention on the following- Policies- HR policies are based on trust, openness, equity and consensus. Motivation- Create conditions in which people are willing to work with zeal, initiative and enthusiasm; make people feel like winners. Relations- Fair treatment of people and prompt redress of grievances which would pave the way

An ethical dilemma is a situation wherein moral precepts or ethical obligations conflict in such a way that any possible resolution to the dilemma is morally intolerable. In other words, an ethical dilemma is any situation in which guiding moral principles cannot determine which course of action is right or wrong. Several ethical dilemmas confront

Have you ever given a thought as to why societies function? Why is it that since ages, human beings are able to live with each other peacefully? Yes, there have been certain incidences such as crimes and wars which do disturb the delicate fabric of the society once in a while, but still, on a

Human Resource Accounting is shown as supplementary information in the annual reports , which has no significance. All the companies who are reporting Human Resource Accounting have used Lev and Schwartz model but this model is suffering from some drawbacks. One it has assured state promotion policy and consistent average salary to all the employees