Essay about Attachment 1

In this assignment paper, organizational behavior associated matters will be discoursed on the base of two allocated organization named ASDA PLC and British Airways. With the help of those two organizations it is tried to see the practical situation of organizational behavior and the application of different theories and representations of organizational behavior. And also we can compare and contrast while evaluating the differences and distinguishes of performs between managers and workforces employed in those two organizations.

How an organization is structured has enormous consequences not only for the success of its business but, also, for the success of its employees.

The study of Organization behavior (OB) is vital to business no matter what the brand, product or service the company is offering. To have a successful business, you must take consider the behavior of the employees, managers, and leaders. Behavior is a factor that influences a business ability to achieve the organization's bottom line strategy, by aligning the employees, stockholders, and investors with the goals, objectives, and mission of the company. Let’s look at two competitive organization and compare how they handle these behaviors in contrast to each other. General Motors (GM) and Ford Motor Company (Ford) are competitors in the automotive industry.

When an organization try to finds ways to better their operations, the best thing to do is to watch the way that each person responds inside the arrangement of the organization. Organizational behavior is the field of study that search for the best way in which to fit in individuals into the organization. There are more than a few ways that a company can be viewed and in which the information can be described. It really be subject on the way that they are doing the research. In this situation we are going to discuss the micro and macro effects on the groups and their function. This part is supposed to be a mixture of psychology, sociology and communication studies and is done to benefit the companies and firms purpose at a greater level of proficiency.

For the past three decades, privatizing some Human Resource functions or the whole HR department in the public sector became prominent, as Public Human Resource Management (PHRM) was

Living in the 21st century, the world of human resource management is changing more rapidly than can be imagined. As such, HRM in many organizations are facing constant challenges as a result of constant environmental changes ahead of time.

So, Human Resource Management has become one of the most discussed approaches to the practice and analysis of the employment relationship in world market economies. Whether the perspective is supportive or critical, the idea that a reformulated relationship between management and employees is occurring has taken hold to a considerable degree. There’s no doubt that the world as we know it is rapidly changing. As part of an organization then, HRM must be prepared to deal with the

It can be argued that better management of public sector employees results in greater performance. There is a need for change and better understanding in the public sector; these changes can be made in both what the public sector does as it relates to their roles and responsibilities and how they carry out their functions. It has been said that the public sector as an important role to play in a country. The public sector should focus more on service the people and less on production. The aim of the public sector should be the improvement of service delivery, reducing opportunistic behavior, creating transparency with stakeholders reducing cost and to ensure the sustainability of interventions and programs. Attempts have been made to reform the public sector through aspects such as managerialism, accountability and decentralization of organizations. For a better managed public sector organization, there are certain levels from which this problem will be addressed, these include, the human level, the institutional level and the organizational level.

What special organisation features do these companies have that make them different? Evaluate the effectiveness of these features in helping the companies concerned to achieve better performance. What evidence is there to support this?

The world of organizations in the past few years is turning more and more attention to human resources, since the quality and skills of the latter are a real competitive advantage for companies operating in all sectors.

The role of HRM in Indian organizations has evolved as time passed by to sustain in today’s highly competitive world. The general functions of HRM are as follows

HRM originally had two sides of effectiveness, like a coin. The first relates to the policies and practices used to organize and manage work within the organisation, such as the basic structure of the institution. The second focuses on policies and practices relating to the recruitment and management of staff, which in turn includes both the individual activities of the department (such as the recruitment and development of staff) or those related to group activities (such as consultation and negotiation with individuals and groups) (Boxall & Purcell, 2011).

beginning of 1990s, it has been accepted that in order to improve business performance and develop

In the human resource field, Samir Chatterjee claims that if India continues its yearly inclusion rate of new labour force, it could be adding 250 million workers by 2020. At the same time, India could face problems of jobs availability, due to an increasing imbalance of a rapidly growing labour pool, versus slow job creations (Tiwari, 2013) . Thus, the study of HRM practices in India presents itself as a necessary venture in light of its contemporary dynamics.

Development of human resources is essential for any organization that would like to be dynamic and growth-oriented. Unlike other types resources, human