People and Organizations

        Employee engagement means people are committed to there work and to the organization (Armstrong , 2017) What drives engagement  From: The Simply Irresistible Organization (Bersin, Daichendt, & Kaplan, 2016,p.6) Levels of engagement Engaged employees – work with a passion, has an emotional attachment with there work and to company. Drive innovation in the organization and help to move the organization forward   (Krueger & Killham, 2006) . Disengaged employees - Work but not engaged to their work. Put in time but do not work with passion or with energy   (Krueger & Killham, 2006) . Actively disengaged – Unhappy at work and shows the disappointment, they can discourage colleagues and undermine the work   (Krueger & Killham, 2006) .    Recent developments and findings in employee engagement. Survey in USA reveal 34% of the work force are engaged while 16.5%...

        “Performance management can be defined as a systematic process for improving organizational performance by developing the performance of individuals and teams”   (Armstrong, 2006) Over last five years performance management (PM) has changed dramatically   (Sloan, et al., 2017) . Continuous PM is an emerging trend and most of the top companies adopting it with there own research. Agile goal management, continuous feedback and check-ins are becoming common performance management practices   (Sloan, et al., 2017) . Most of the top company executives feel the need to redesign the performance management, 79% of them rate it as a high priority   (Sloan, et al., 2017) .  Note: From Performance management: Percentage of respondents rating this trend ‘Important” or “Very important”, (Sloan, Agarwal & Sherman, 2017, p.40) Today companies operate differently they value team approach, feedback, training...

“Job design specifies the contents of the jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement” (Armstrong ,2014). The present workforce consists of three primary generations including Baby Boomers (1946-1964), Generation X (1965-1979), and Generation Y (1980-1999) also referred to as the Millennials (Schullery, 2013). Employees from different generations have varying expectations on what becomes valued in the workplace and what they expect from a job   (Lester, 2012) . Job design theory has largely overlooked the generations differences and workforce diversity (Hernaus & Vokic, 2014) . Demographic trends, accompanied with economic, technological and cultural changes, require proportionate changes in how work is structured and organized (Cordery & Parker, 2012) . Personal values and work preferences of generational cohorts Note : From ‘Personal values and work pref...

Employee relations is defined as “The approaches and methods adopted by employers to deal with employees either collectively through their trade unions or individually” (Armstrong,2017).Basically, it is pay-Work bargain or agreement between employer and employee where employer undertakes to pay for employee for the work done.   (Armstrong, 2006) There are three parties to employee relations which are employers, employees (Parties who act on their behalf eg: employee unions, associations etc.) and state agencies   (Farnham, 2000) Key employment relations policy 1.        Trade union recognition 2.        Collective bargaining 3.        Participation and involvement Trade unions provide workers a collective voice to communicate the employees wishes to management to bring actual and desired conditions close together   (Armstrong, 2006) .  Influ...

Concept of learning organizations came to light in early 1980’s but the basic ideas about the concept is developed after world war II (Garratt, 1995) Learning organization can be defined as” an organization which facilitates the learning of all its members and continuously transforms itself”   (Pedler, et al., 1997) Source:http://knowledgenirvaanaa.blogspot.com/2015/11/getting-it-right-top-5-list-describing.html There are three dimensions in organizational learning Individual Dimension - Learning at individual level, here employee’s pursuer learning, managers encourage learning and organizations support managers in encouraging learning of employees (Canada Public Service Agency , 2017) Group Dimension - At group level organizations try to create fluid movement of knowledge and experience across the organization.   (Canada Public Service Agency , 2017)   Team discussions emphasize the organizations respect towards diversity of opinions and ideas are v...