Despite so many rounds of restructuring, announcing another one has blown off the whole motivation towards work into air. Commitment to organizational objectives is crucial to maintain in such conditions. Commitment refers to attachment and loyalty. It represents the identification of an individual with and involvement in the organization. It consists of the following factors;
The behavior towards the organization also needs to be managed. The visibility of acts, the extent to which the outcomes are irrevocable and the degree to which the person undertakes the action voluntarily are important features of behavior.
Organizations, such as our bank, are facing increased competition and structural change. They are more conscious to get people to identify themselves more closely with the company. To meet these needs, three ways of representing commitments have been identified that are; affective, continuance and normative. Affective commitment deals with the emotional attachments. Continuance commitment is when employee(s) stays with an organization based on his/her perceived cost of staying i.e. the cost of going in search for a new job might be more. Normative commitment refers to the moral commitment of an employee to the organization. Thought all three might look similar, they have very different impacts on the manner the employee refers himself with respect to the organization.
We need to inculcate the affective commitment in the employees of our bank to restore productivity and motivation to work effectively for the success of the company. If we are successful in this, we will have a better workforce with less absenteeism; a workforce that is willing to go beyond what is desired out of their job. They are more eager to assist the organization to achieve its goals and objectives. These types of employees tend to show more motivation and organizational citizenship. With the passage of time, the employees have become a part of the bank. They have developed psychological contracts with the bank. This is like forming a relational link; not based on the monetary and/or economic incentives but on their perceived loyalty and socialization within the bank that they have been continuously feeling and practicing over so many years.
Whenever going for downsizing i.e. restructuring the organization, effective communication is always beneficial. Applying a vision oriented approach, while downsizing, complimented with good and effective communication will lower the feeling of being deceived by the management. The strategic management of human resource behaviors will avoid the "Survivors" to have a decreasing level of productivity due to their perceived gap between them and the top management group. Organizational overall future success is highly dependant on these survivors and there attitudes towards the company. These employees think that now they cannot count on a longer/continuous commitment from the bank management. These remaining people are a critical
Organizations are continuously downsizing. This is mainly due to the increase in competition which has led companies to find less costly methods to carry on with their operations. The ever increasing use of computers and other peripherals and equipment ha though contributed positively towards the profitability and/or sustainability several companies; human resource has been worst effected by this change…
In the result, a huge number of organizations have involved in the process of downsizing while indicating it as a rightsizing. Particularly, the report includes discussion on different aspects of human resource management while relating it with downsizing, equity issues, impacts of such processes, and lastly, recommendations that will enable organizations to carry out their HR activities effectively.
Yet, the majority of industries do have separate human resource department (HRD) with its own managers at the top. Is it wise to relate the duties of the human resource line manager and duties of staff of HRD department? The authority is the privilege to make decision to direct the work carried by others and to pass on orders.
One of the major functions of human resource management is to ensure that all decisions and activities that affect the human resources are effectively managed. This includes, recruitment of staff, ensuring that staff is highly motivated through better remuneration, provision of benefits and training among others.
The development of technology has facilitated managers in using self-service tools. The tools help in changing the mutual work of both HR and line managers, altering the types and styles of work that both perform and thus affecting the result of the business.
lso negative consequences caused by the inability of the human resource manager to effectively handle the organizational conflicts caused by affected employees.
In general, organizational downsizing is often described as right sizing the number of employees being employed
The report is concerned about the trend which is observed in present-day Organisations that are focusing on the survival rather than their growth and development. Organisations collapsed due to economic slowdown have alerted the existing ones regarding their survival in the highly uncertain environment where survival has become a tough matter of subject.
Strategic human resource management can be defined as an efficient management process of utilizing human resources to the best extent and it aims at enhancing the organizational efficiency (Fombrun et al., 1984). It is a complex process that is continuous in nature
As such, human resources management (HRM) is significant as it facilitates undertaking relevant functions, such as job organization, acquisition, maintenance, and development of human resources (Martires, 2004).
Apart from this, the essay will evaluate the function of human resource management that contributes to the effectiveness to an organization. At the same time, impact of the legal and regulatory framework in case of human resource management will be evaluated.
The author states that recruitment can be defined as the process of searching and attracting competent applicants for the purpose of employment. This process establishes a link between potential employees to their job seekers. A headhunter goes over the recruitment process in order to stimulate talented individuals to apply for jobs.
17 pages (4250 words)Essay
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