Essays on Performance Appraisal

When the staff in an organization have objectives, they tend to be encouraged to work hard. When they get feedback regarding their progress, they become more motivated. Any ventures achievement is influenced by the presentation of the personnel. To estimate the performance of each member of staff and offer an opinion, it may be essential to develop a job assessment structure (André, 2008). A sporadic appraisal allows the employee recognize that which he/ she is doing well, and the areas that require improvement, and positively contribute to the accomplishment of strategic goals. Despite the fact that performance appraisals are ...

Motivation is an important element in any organization. It determines productivity and longevity of the same organization. There is a difference between an organization where employees are motivated and another where employees are not. Evident differences include customer service, productivity, performance, and reputation. Electro Logic is an organization that has varied employees; some have papers while others do not have them. However, it important to incorporate a motivating corporate culture that ensures job satisfaction for employees. As such, it herein determined what motivational flaws are existent in the company and how they can be corrected. Notably, when employees were ...

Executive Summary

Nestlé is a large international company, leader in food and drinks retail sector. The organization is adopting aggressive growth strategy, which involves product line expansion in the Middle East and larger brand presence. The goals of the strategy will be achieved through organic growth as well as M&A. That said HRM strategy is central to the company. Nestlé employs Total Reward Management (TRM) system, Balance Scorecard and incentive-based approach to employee compensation. Importantly, Nestlé believes that retention and motivation of employees are grounded on the personal bonds between the company´s culture and employee. With that, Leadership and Management ...

Development of Performance and Reward Management system in Nokia

Performance and Reward Management are very critical functions of Human Resource Management especially in Multinational firms which employ a diverse workforce. The performance Management and Reward management systems in these organizations have to address country specific issues to make them more effective. Well formulated policies for performance and Reward Management achieve important HRM objectives such as motivation, employee satisfaction and loyalty and low employee turnover. However changing workplace environment and external factors necessitate that these policies are reviewed and reformulated regularly to keep them aligned with organizational strategies as well as external environment. Due to the global implications of ...

Cross Cultural Management

The Case study presented here is that of a banking organization, Premuris Investments based in Southern California. The head of the organization, Marianne Whitaker is concerned about the behavior and performance of one of her financial advisors who is a Thai national hired only six months before. The employee named Pongpol Chatusipitak or ‘Moo’ as he liked to call himself did not appear to be motivated enough yet he was important to the company as he could generate substantial business from the large Thai community residing in California. Marianne tried to assess the possible reasons behind his behavior in ...

Most organizations utilize performance appraisals to measure the importance of the performance of the employees. DeNisi emphasizes the performance appraisals are ways of providing feedback to the employees regarding their performance at work and the basis for decision-making for compensation increase or promotions. It implies that the performance appraisals determine ways to improve the employees’ performance. In the same way, an effective performance appraisal can result in how good a company accomplishes its strategic objectives. As a result, the proper understanding of the strategic objectives in the performance appraisals assists anybody within the organization, particularly the management to become ...

Introduction

While conducting research, various methods are used in gathering the samples and testing them and coming up with the realized results of analysis. Surveys were done take multiple forms depending on the discipline under the study. Social sciences make the have numerous subjects and under them falls education and leadership. Getting deeper into the field of education, a researcher can decide to use several optional methods when conducting the study. Among them is observation, interviews, case studies, surveys, laboratory experiments and field studies. In spite of this variation in the possible methods that are implemented, a common ground involved ...

Management: Performance Appraisals

Introduction Performance appraisal is a tricky process that demands the Rater to be objective and tactful in judgment. The Performance Appraisal Process in Coca-Cola gives the employees a chance to grow their careers and the company as well. The senior management is meticulous in how they handle the process. The report in this paper summarizes the process in four strategies that include, improving appraisal formats, selecting the right Raters, understanding how raters process information and training raters to rate more accurately.

The performance appraisal policy of Coca-Cola Company, the company I would like to work for after graduation, provides ...

Most businesses face the challenge of establishing functional performance management. The main objective of implementing performance management is to enhance and raise the par of employee performance. The most common component of performance management is performance appraisals. According to Martocchion (2016), performance management is defined as “the process by which individual performance is guided, assessed and rewarded”. On the other hand, performance appraisals are defined as “well-established ways of providing milestones, feedback, guidance and monitoring for staff” (Martocchio, 2016). The essence of having effective performance appraisals is to help establish effective merit pay programs. For companies to have efficient ...

Introduction

The performance and behavior of an employee are expected to contribute to the overall achievement of an organization’s goals and objectives. However, unsatisfactory behavior or performance from an employee must be corrected through appropriate actions (Hvidman & Andersen, 2013). Corrective action follows a progressive discipline process when the situation is as a consequence of inappropriate behavior or unsatisfactory performance yet the employee has the capacity to perform and conduct himself or herself at an acceptable level but chooses otherwise (Van den Brink, Fruytier & Thunnissen, 2013). The essence of this paper is to address employees’ conduct at the Acme Company ...

Introduction

Employee involvement relates centrally to core managerial functions and organizational behavior. Employee involvement, in organizational terms, refers to participation and commitment of employees towards adding value to their organizations by utilizing their own creativity, problem solving skills, qualification, experience, and expertise. It is essential to increase the level of employee motivation to raise their level of engagement because motivation serves as a base for any further consideration in this regard (Schneider & Barbera, 2014). This paper sets out to provide some of the most practical recommendations directed towards improving employee performance by increasing their involvement.

Steps to be taken in order to increase employee motivation and involvement for performance enhancement are as follow:

Providing employees with autonomy Providing ...

Executive Summary

Commonwealth Bank of Australia (CBA) is a large bank serving many clients. To improve their ability to win more customers, it needs to train its supervisors in the sales and marketing division. Training motivates employees to become more committed to the company. Training also minimises instances of high turnover. Furthermore, training increases employees’ performance, which ultimately contributes to the organizational performance. Before taking employees for the training program, CBA ought to conduct a needs analysis. This will assist in the development of the content of the training program. In this case, the content of the training program for supervisors ...

Session

HRIS is a system of acquiring, storing, manipulating, analyzing, retrieving and distributing the organization's human resource information. It does not only include software and hardware in its functioning, but it also includes data, procedures, policies, forms and people. Its primary purpose is to deliver services which are in the form of timely and accurate information. Governments, non-profit organizations, and business in the world rely on the Human resource information systems which aid in the process of sharing information, re-engineering efforts and downsizing. The HRIS assist the human resource professionals in achieving various human resource objectives. The paper will discuss ...

Introduction of staffing and Performance Appraisal in retail sector context

Staffing in Retail Sector Retail sectors constitute the part of the economic market made up of businesses that sell well to the final consumer. The ultimate or the final consumer is the client who buys goods for personal use and not for business use. The retail sector encompasses various kinds of shops such as small and medium-sized stores and kiosk, large department stores, supermarket chains, mail-order business as well as online businesses. Staffing is an integral and a core process within the retail industry. Staffing includes a range of activities followed in the acquiring and maintaining a human personnel. ...

Business

A comprehensive training program starts with determining the specific training needs of the employees. The purpose of conducting training needs analysis is primarily to optimize the training resources particularly identifying the type of training, areas for improvement, and learning styles of the employees. In conducting a needs analysis, the first step is to identify which of the employees needs training, in what areas of competency, the skills that require improvement and at what learning level. This process encompasses a performance appraisal, which will be followed by a consultation with the managers and supervisors to look for specific performance measures ...

Performance management encompasses three important facets such as observation and judgment, feedback process, and organizational intervention. This aspect performance appraisal serves the purpose of improving the employee’s work performance and empowering the employees with information in making work-related decisions. Performance management involves appraisal that serves relevant purposes such as providing formal and legal justification for employment decisions where promotion of outstanding employees is concern. In addition, appraisal also enables the management to weed out marginal performance to be transferred for further training and to justify merits for increase or no increase. Testing validation is another purpose of appraisal ...

1.0. Background This OD intervention proposal is for a real estate marketing organization namely “Cobra Marketing Network (CMN)” that is a medium-sized organization. The company has its branches in three different cities and provides marketing services for real estate projects launched by different construction companies. Taskforce of CMN consists of 179 individuals working in different departments including management, copywriting and editing, designing, video editing, outdoor marketing, etc. Real estate marketing is characterized by tough competition and is enjoying decent growth based on the growth of real estate construction in the region (Mathews, 2015). Over the past few years, the ...

Introduction

Research and practice have indicated that both managers and employees dislike performance appraisal. Due to this growing problem, performance appraisal has declined in popularity, especially for organizational managers who have to conduct the evaluations or be evaluated at the same time. One of the reasons why managers hate performance evaluation is the negative impacts it can create in an organization and potentially affect the achievement of the organizational goals. For instance, those on the receiving end of a performance appraisal process can develop a negative attitude towards other employees who were seemingly favored. They could also exhibit declined performance ...

BUSINESS FUNCTIONS AND THEIR INTERACTIONS

Modern businesses in any type of industry vary in their size and scale of operations. When it comes to the analysis of the core business activities, respectively of whether the business has a global, international or national scale, the key responsibilities and functions can be divided into four critical areas: operations, marketing, accounting and finance and the Human Resource Management (HRM). The reality shows that even further break down and segmentation of tasks within these elements does not change the overall layout responsibilities in these areas. The purpose of this assignment is to look at some specific areas of ...

The following are insights of my meeting with Coral Gables Hospital’s staff developer concerning its initial and annual performance as well as succession planning. First, I determined that the Coral Gables Hospital (CGH) seeks to provide an environment where employees can grow their careers through new opportunities and skill improvement. On its part, CGH acknowledges its role as an important part of state and federal health care sector geared towards the provision of quality and appropriate care (Coral Gables Hospital, 2016). To attain these goals, the staff developer ascertained that the organization conducts initial and annual performance appraisals ...

Introduction

Over the years, health care organizations have developed performance management systems that evaluate various strategic plans geared at promoting staff performance as a way to ensure high-quality patient care (Giannini, 2015). This management system is achieved through the performance appraisal system, a structured formal evaluation system that examines the accomplishments and weaknesses of the staffs and initiates plan for skills development and improvement (Vaghela, 2015). In this paper, we evaluate three performance appraisal methods that could be used in a health care organization. Next, it discusses the advantages and disadvantages of the performance appraisal method. Also, the paper analyzes ...

Introduction

While the contribution of varied organization departments for all round success of a conventional organization cannot the debated, it is also true that human resource department plays a critical role in managing the functions of the departments and employee management (Gatewood, Feild, & Barrick, 2015). The major concerns of the department of human resource in an organization are attraction, development and attraction of superior quality of workforce, which is the executor of organizational internal and external duties. There are a number of approaches that the human resource department of a company may use for the accomplishment of endeavors of companies. ...

360 Degree System

Chapter 1

Introduction: Performance appraisal is the critical tool in the human resources management for the achievement of the organizational goals and the objectives. This performance appraisal helps to improve the employee’s strength and weakness. Based on the performance appraisal, the performance of the employees can be measured and evaluated. 360 degree review is the appraisal approach and it is defined as collecting feedback from multiple sources of the input of employees, colleagues, seniors to evaluate the performance appraisal. The research mainly focuses on the validation and reliability of the appraisal system which makes convenient for the ...

My new role in this expansion for growth of The Dunkin Donuts by opening five new locations is huge task that I plan to undertake in the most professional way possible. Based on my past experiences in job staffing, leading, training, couching, and managing employees, which have contributed to my success in the previous position at Dunkin Donuts, I believe I can extent the same expertise to this new role. In my new role, I Intent to adopt a more advanced job design, organizational design, recruitment and selection process, and training and performance appraisal measures to ensure successful opening ...

Performance appraisal is a tool that the management uses to evaluate the performance of employees against the set performance standards such as output, competence, job initiative, and accomplishments (Bogaert, n.d.). Used effectively, performance appraisal can provide the management with important information to make decisions such as salary increment, promotions, or take disciplinary actions against an employee. Properly conducted performance appraisals also provide the organization with a legal defense in case an employee sues the organization over any grievance they may have against a negative performance appraisal. An effective performance appraisal is one that is consistent, valid, factual, and job ...

Job Description and Specification

In the job market, one has to be able to find the perfect balance between being hopeful and realistic. This is something that new graduates who are going out for the first time in the job market to look for a job should be aware of. Most first time job seekers tend to be idealistic when it comes to looking for a job. They tend to forget the reality that companies tend to look for individuals who experience in the respective job vacancy they are applying for. Yes, educational experience is something but graduating from even an Ivy League ...

Rank and Yank performance appraisal system was first implemented by Jack Walsh as a Chief Executive Officer (CEO) of the General Motors Company. The concept of the forced ranking approach to managing labor in the companies since then has received a lot of attention in academic and business literature. While the approach allows developing a number of measures on a personal and professional side and evaluates the individual performance of employees, a lot of critics of the approach argue that the negative outcome of the Rank and Yank approach is the creation of the working environment built upon competition ...

There is no denying the fact that trainings system is an important element in human resource management. In addition, each business sphere has its own features and requirements for employees. Therefore, let us look deeply into trainings types that are offered by health service organizations. Orientation training was created for new employees in order to help them to understand the core principles, mission, and vision of the current company (Hernandez & O'Connor, 2010). It also includes needed information about job, organization’s ethics and structure. This training can be delivered to the audience as a presentation, video lecture or webinar.

In-service trainings divides in two types: technical trainings and interpersonal ones.

...

The most significant motivational theories are Maslow’s Hierarchy of Needs, Alderfer’s ERG Theory, Herzberg’s Two Factor Theory, McClelland’s Acquired Needs Theory, and Goal Setting Theory. These theories are similar as they focus on motivating employees. All theories are of the view that it takes time to get all the needs that are required for motivation. Each theory, however, enables the employees to select goals and needs that will be helpful in motivating them. Maslow focuses on self actualization, esteem, belongingness, safety, and psychological needs, Alfderfer emphasizes on growth, relatedness, and existence, Herzberg stresses on motivators ...

Introduction

Over the years, health care organizations have developed performance management systems that evaluate various strategic plans geared at promoting staff performance as a way to ensure high-quality patient care (Giannini, 2015). This management system is achieved through performance appraisal system, a structured formal evaluation system that examines the accomplishments and weaknesses of the staffs and initiates plan for skills development and improvement (Vaghela, 2015). In this paper, we evaluate three performance appraisal methods that could be used in a health care organization. Next, it discusses the advantages and disadvantages of the performance appraisal method. Also, the paper analyzes legal ...

1. Introduction In terms of business, leading a change refers to the development and management of any change on organizational level. It includes identifying the need for change, devising the ways to communicate with managers and workforce, and considerations relating to its implementation and monitoring (Elearn Limited (Great Britain), 2007; Smith et al., 2014; Pugh & Mayle, 2009). This report is based on the analysis of change management practices utilized by the CEO of a coal mining company namely Patrick Dawson. The CEO has introduced a new appraisal system for its underground workforce based on the sample performance evaluation process ...

Q 1 Training would prove a critical feature of executing a new appraisal system for performance in many ways. Just as the ancient ‘philosophers’ stated that practice brings perfection, training can create a similar impact in a survey program. It is through professional training that managers can master the concepts of a program even before using it. For example, they will grasp the underlying activities of an appraisal system such as communication, ratings, and filling forms. Training, especially at the start, should play an integral role in reversing those misconceptions of managers about the requirements of performance management. Q ...

Introduction

According to Edwin Flippo, human resource management is the process of planning, organizing, directing, and controlling of the procurement development of the human resources to the end that both individual and societal objectives are achieved (Deb, 2006). Human resource is considered as the most valuable asset in any organization because the human resource function, in a real sense, adds considerable value to the organization (Beardwell and Claydon, 2007). Complete withdrawal of the human resource function would almost imply cessation to the whole organization (Deb 2006). From a general point of view, the human resource function is identified as one ...

Performance Appraisal Systems

Performance appraisal systems are important and especially in the contemporary business environment which is very competitive. The level of competition is quite high and, therefore, organizations try to gain a competitive advantage by constantly improving the performance of their employees (Armstrong, 2010). Performance appraisal techniques help the organizations to identify areas of employees’ performances that need to be improved. The techniques, therefore, serve the following purposes;

They provide feedback that is used to improve future performances.

They identify areas that need further training. They facilitate communication between employees and management through feedback. They help in identify employee selection procedures depending on qualities needed. They provide an opportunity for employees' ...

In tough economic situation many companies question the effectiveness of traditional processes, including the processes in HR area, as they tend to evaluate costs versus outcome more precisely. One of the processes which is commonly considered old-fashioned and requiring significant changes, is Performance Appraisal. Let’s try to define performance appraisal first. “An employee performance appraisal is a process—often combining both written and oral elements—whereby management evaluates and provides feedback on employee job performance, including steps to improve or redirect activities as needed” (Gale, 2012). As usual it is a regular formal process, however there is a ...

Test Results

Organizational behavior is the complex set of relationships between group and individual levels, based on individual performance and motivation. Luthans et al (2007) define a positive organization as the study of the application of positive human resource strengths and their capacity on the psychological level. The authors suggest that such capacities can only be applicable and used by the organization once they can be measured, developed and utilized for collective performance improvement. With the above in mind, one of the interesting tools that provide companies with an opportunity to evaluate individual positive emotional and psychological capacity is the PsyCap ...

Performance appraisal is a necessity in any given organization. They are composed regular reviews regarding employees’ job performance. Performance appraisals help an organization to determine the performance of its employees and decide on future training and development programs for various employees depending on their performance. The results are usually provided to employees to enable them to improve or motivate them to perform even better. Performance appraisals can also be used for promotional, motivational and communication purposes. Organizations also use this method to develop employee compensation schemes as well as in validating the employee selection process and making changes in ...

Introduction

Human Resource Management (HRM) is an important formal system that guides the management of employees within an organization. In essence, HRM creates a firm, goal-oriented, and effective organization by maximizing the efficiency of the workforce and directing on the policies of the organization (Chadwick, 2005). Also, the HRM creates an efficient team of the workforce that guides the entire process of planning, recruiting, selecting, hiring, and retaining the best-suited employees to enhance the organization success. In this paper, we analyze some of the stages and steps involved in the employment of staffs/employees. Next, the paper develops a strategy for ...

HRM Issues in an Insurance Company

The Cases discussed below are related to Human Resource Management, experienced by the author as a human resource manager in an Australian Health Insurance firm. Each case has some distinct features typical of HR function and are addressed by the author using the relevant theories and practices on the issues. The cases are presented below

Scenario 1

This case represents a situation where a young male employee GS has been promoted as the manager in a regional office which is comparatively smaller than his previous location. His team consists of mainly part time female members, with similar and educational backgrounds and ...

Introduction

Human resource management is an important part of the organization since it determines the productivity of employees, their quality of output, and eventually customer satisfaction. It involves the identification of talents and selection of the most valuable talents to the organization. The organization is responsible for utilizing these skills through clear job designs that specify the job of every individual. The organizational structure determines the relationship between employees at various levels and determines efficiency in performing various tasks (Gilmore & Williams, 2009 p.56). New Dunkin Donuts stores demand a clear plan of their operation and management. Human resources are crucial ...

Internal and external Recruitment

Recruitment is the process of filling vacancies in an organization with candidates who satisfy the requirements of a job description. It is one of the most important functions of the Human Resource management. Recruitment consists mainly of two types (1) Internal Recruitment (2) External Recruitment Internal recruitment – Internal recruitment is the process of filling the vacancies from within the organization, through promotions or transfers. The HR managers are informed about the vacancy and they go through the personal portfolios of all potential candidates including their performance appraisal reports to short list candidates fulfilling the description. These candidates may be ...

Introduction

Performance management is an important aspect of organizational function. It encompasses all the activities that concern the adherence to corporate goals. Performance management is an integral step towards the achievement of company objectives through sustainability (Roos, 1997, p.416). This is done in ways that promote organizational efficiency and consistency. Performance management can be streamlined to concern particular organizational units. Concerning this, it may regard to the activities of an organization’s departments or its employees. Through the creation of performance management strategies. Performance management has been cited in the field of corporate strategy (Youndt, 1996, p.840). Organizations use this ...

The related constructs of reward system, organizational culture and supervisory intervention is boosting the four emotional drivers for employee motivation is one of the key tenets that have been explained in this framework. The emotional drivers are independent variables and depending on the organizational and supervisory functions and factors, employee motivation can be optimized. It is the responsibility of individual supervisors to provide careful attention to the drivers of employee motivation. Then, it is the effort of the entire organization to boost the overall employee morale and motivation levels by effectively using these four drivers. The organizational levers including ...

Performance appraisal is an interaction between an employer and employee. The appraisal is a review where there is an evaluation of the employee’s performance and a discussion of the strengths and weakness of the employee. The assessment also identifies the opportunities where the employee needs to develop professionally. Performance evaluation is mostly done either quarterly or annually depending on what suits an organization best (Reda, 2010). The manager uses appraisal instruments to conduct and process the performance evaluation. The tools are such as the essay assessment form, checklist or MBO (Management by Objectives) method, critical incident technique, graphic ...

Strategic Business Plan Part I and Part II

Paper Due Date Strengths, Weaknesses, Threats & Opportunities This strategic plan addresses the following key strengths, weaknesses, threats and opportunities which apply to Digital Queue now and in the foreseeable future:

Vision

The promoters' vision of Digital Queue in 3-4 year's time is: Mission Statement The central purpose and role of Digital Queue is defined as: Corporate Values The corporate values governing Digital Queue's development will include the following: Honesty and transparency. Working together with all the partners across the business. Develop our business as part of community. Innovative organizational culture. People are our major asset. Business Objectives Longer term business ...

Chapter 3: Application Component of Career Development

Chapter 3: Application Component in Career Development Understanding as well as finding mechanisms to influence the careers of the employee has become a critical component in contemporary organizations. More than ever before, employees and the modern organizations they work for must adapt to change if they are to experience success as well as competitive advantage. The past decade has witnessed a turbulent environment, and every indication is that the future environment will be no different. The future will witness rapid change, increased competition due to globalization, and continued changes in employment relations. Contemporary organizations need employees who can grow ...

Morgan Stanley is a multinational corporation situated in the United States of America. The company offers financial services to other institutions in the region. Its headquarters are in Midtown Manhattan, New York, and it operates in more than 42 countries across the globe. As of 2015, the corporation had 1300 offices and about 60,000 employees. The Scorpio Partnership Global Private Banking Benchmark states that Morgan Stanley had assets in excess of $1.454 Billion in 2014. This was in increase by 17.5% from 2013. Morgan Stanley was formed in 1935 by J.P. Morgan & Co., Harold Stanley, and other unmentioned ...

The world has witnessed a phenomenal change since the nineties, following liberalization of economic policies by many countries which facilitated the entry of MNCs into international markets. Many companies manufacturing Electronic and FMCG items have benefitted from it immensely. Service providing business organizations like Banking, Tourism and hospitality have also exploited this opportunity to internationalize their operations. Globalization of business activities is the new doctrine for profitability and all Multinational companies are considering expansion strategies to gain entry into countries with promising growth opportunities. But experts are also of the view that markets for electronic items, food and drinks ...

Proposal for Original Business Research

1.0. Introduction Human resource management has always been integrally attached to the business and its activities, as the degree of success or failure of a business largely relies on the effectiveness of HRM practices in an organization. One of the core areas to be pondered by human resource managers is performance appraisal when it comes to people management (Tooksoon, 2011). 1.1. Problem Statement High employee turnover is one of the most critical side-effects of growing dynamism of modern business climate. Employees are switching from company to company basing their decision of quitting for many good reasons. However, it is ...

Following the guidelines of the course ID guidelinesStudent’s NameUniversity

Introduction Job planning is an essential factor for the success of an organization in the competitive business environment. It is important to design a compensation plan that will help to motivate an employee toward his job to improve the productivity of the organization. The compensation package is the necessary element for the success of human resource management. It helps in appraising the performance of the employees and keeps them happy with their job. The paper has been developed to understand the job of a Human Resources Representative for the PenFed Credit Union and prepare a job description for the ...

Except for the state of Montana, employment in all other U.S. states is presumed “At-Will”. The U.S. one of the few countries where employment is predominantly at-will. The reasons for this include the respect for freedom of contract and the belief that both the employer and the employee want it more than job security. In most other countries in the world, employers can dismiss employees only for just cause. At-will employment means that the employer can dismiss an employee for any cause or for no cause without any legal liabilities. Similarly, the employee can leave a job at any ...

The Human Resource function has undergone a massive change since its recognition as a separate function in organizations. Originally conceptualized as an area which dealt with selection, recruitment, promotions, retirements, and Wage and salary administration, it gradually added organizational behavior components like leadership, teamwork, motivation, performance etc. in its portfolio. With globalization of business operations, certain issues like diversity management, ethics and social responsibility were added into its framework. After the introduction of IT, the HR functions became more complex, though accessibility became easier with internet enabled platforms. With the demands of the function, HR professionals had to equip ...

1. Introduction Oman Oil Company (OCC) is one of the biggest commercial organizations of Oman, undertaken by the Government of the country. The company was set up in 1966, headquartered in Muscat, Oman (Oman-oil.com, 2016). Pursuing the investment opportunities in oil and gas and other energy sectors, Oman Oil Company has become one of the leading companies of Sultanate of Oman. Identifying the investment opportunities both inside and outside the country, the company has developed an impressive HRM to manage the organizational operations affirmatively. The HRM of the organization supports the employees to deliver their best performance for organizational ...

BUSINESS PSYCHOLOGY

INTRODUCTION In the current working environment, employees are very conscious about their careers than any other thing in their lives. They look at their work in terms of personal development and growth. As a result, organizations that fail to help their employees reach their personal needs in terms of career development risk losing very important members of staff to competitor companies which is a risky endeavor to businesses focused on growth. Retaining employees has become one of the biggest problems that organizations face in the current world. Psychology in the workplaces is vital in ensuring that there is maximum ...

The Glass Ceiling: Women are under-represented in Management and Leadership Positions

Gender equality is a social issue that has invited the attention of policy makers as an important part of social justice. There are legislations enacted to give equal status to women in every area including the work place. Australian legislative body has passed a law in 1984, strictly specifying that no discrimination may be made against women at workplace regarding promotion, compensation and other facilities. Known as the sex discrimination act, it recommends legal action against discrimination on the basis of gender, sexuality, marital status, family responsibilities or pregnancy. It advocates for equal opportunity, status and respect enjoyed by ...

Introduction

Motivation is the force that makes people to do things or the inspiration that makes people to complete certain tasks (Mortimer, 2007). There are several motivational strategies that a successful, cutting edge corporation like pets marts can apply to enhance organisational performance. These include rewarding employees with benefits, enactment of quality programs, giving employees managerial roles and the use of performance appraisals.

Pets Mart can use employee benefits as a motivational strategy to motivate its employees. Benefits are extrinsic rewards like health care, life insurance, subsidized meal plans, ownership of company’s shares and vehicles and availability of child care among ...

Abstract

This article presents a discussion on the importance of management information systems in Bistro Cuisine, a restaurant operating in the city of Nairobi, Kenya. It will explain the role of information systems in the managerial function of planning, staffing, directing, and monitoring functions of management. It will describe management information system as a system of processes that provide information necessary to manage an organization effectively.

Modern technology has further made the result to management information systems in management imperative because of the changing environmental and circumstances. Finally, the article will make recommendations to public and private institutions on the importance of running ...