The Global Corporation provides childcare support services to their employees, this is a good example of which of the managin work-related stress? It helps employees to learn how to cope with the consequences of stress. It helps employees to control the consequences of stress. C It removes stressors from the workplace. It enhances stressors in the workplace.
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- A company culture that supports stress reduction is key to the success of any program within the company. What are some obstacles that can arise when handling stress within a workplace? What are some methods that you would employ as manager to counteract these obstacles and implement stress-reduction programs within your workplace?You are appointed the Chief Human Resource Manager at Jupundik Ltd and one of your immediate tasks is to ensure continuity of a positive work culture within the company. The company was started in the year 2019 and despite the Covid-19 pandemic and disruptions, it has emerged as one of the best companies in the textile industry. Due to employee-friendly policy of the current management team, the morale of the 50 employees who worked in the company during the year is very high and a culture of team work has become the norm. Recently, however, the company lost its Senior Financial analysts due to Ebola, leaving two junior analysts to manage the department. In the same year, two supervisors in the production department left the company for greener pastures in U.S.A. The company is considering hiring new employees to fill the gap left by the three staff. Required: a) Calculate the rate of turnover in Jupundik LtdWhy is there a need for organizational change and What is OD? To what kind of organization is OD anchored? What is to be done if managers want to change the work-related behavior of their employees? Based on Kurt Lewin's approach, what are the 3 phases in OD intervention process?
- Whatever performance appraisal the organization decides to use, there are problems related to its implementation. The organizational culture among our Filipino managers reveals some problem in the strict implementation of the performance appraisal system. Some managers are reluctant to appraise their subordinates. People want to know their abilities and how well they are performing. The disillusionment that is so widespread with respect to managerial performance appraisal comes from the practice of measuring and evaluating and this causes controversies and misgivings. The problem appears from the things being measured, the standard used and the manner of measurement being done. Another problem of measurement appraisal is the assumption of traits that is open to questions. The connection between performance and possession of specific traits is doubtful. Traits appraisal substitutes someone’s opinion of the individual for what an individual really is. Many supervisors look at…1._______ A force that causes people to behave in aparticular way2._______ Based on an assumption that people dislike work.3._______ Employees believe they will receive the rewards.4._______ When not provided, they become dissatisfiers.5._______ Needs that can be met by health care benefits.6._______ Promotions and rewards can fulfill these needs.7._______ Behavior that is rewarded is likely to berepeated.8._______ Employees become more involved in thedecision-making process.9._______ Employees are given more variety and responsibility in their jobs.10. _______ Groups that have more task variety and greaterjob control.a. virtual teamb. empowermentc. esteem needsd. expectancy theorye. hygiene factorsf. job enrichmentg. motivationh. reinforcement theoryi. self-managed teamsj. safety needsk. Theory Xl. moraleThe increasing rate of employee turnover was posing a problem to Abhinaya Iyer, the head of the production department of a medium sized manufacturer of leather goods. Her goal for the new assessment year was to contain employee turnover considerably. Her initial analysis of the problem showed that, while a number of factors contributed to a reasonably commendable high rate of retention, there were an equal number of forces that made employees leave the organization as well. Questions: A) Discuss an Organization Development intervention that can be used by Iyer to effectively enhance employee retention. B) Also discuss the steps required to ensure high employee retention in the organization.
- Review the section of Chapter Five on Emotional Labor and watch the video below. Watch this video: https://www.youtube.com/watch?v=Q2KoBk8cBs0 - The title is "Research Highlights, Managing emotional labour" (3.05 minutes). Answer the following: 1. Share with the class whether your current (or a previous) position involves emotional labor. If it does, share the expectations for such and whether you participated in formal training to prepare you for this aspect of your job. What were the consequences/costs of your performances? 2. What are the benefits of engaging in emotional labor in your current industry (or the industry you aspire to work in)? What do you conclude about the ethics of emotional labor in that industry?What is your take on the Work From Home (WFH) setup? How would you design/redesign a company’s work system to ensure that WFH benefits the employees and the organization? Give specific strategies to demonstrate your answers.Avondale Industries’ IT department has requested that five percent of its budget and five percent of its employees’ time be devoted to learning. Corporate leadership is questioning both the amount of money and the amount of time and has asked the training and development office to review the request and determine if the request is valid and will bring value to the company. Why might the training and development office support IT’s request? a. Continual learning helps employees stay current in their knowledge, skills, and abilities, which in turn benefits the company. c. The request is valid because it conveys to the employees the value the company has for them and their contributions. b. Because the request requires training, the training and development office will be able to count the training toward their office goals. d. Training the employees will help increase the possibility they will remain with the company instead of looking for other employment.
- create a Venn Diagram, in which you explain the concepts of coaching and training.Additionally, you should clarify how they differ, give examples and give your opinion on which you think is most beneficial for organizations.How COVID-19 may change the workplace for mangers?One of the most significant management trends during the 1990s not only in the USA but the whole world was organizational downsizing. Since downsizing typically involved shrinking theorganization's workforce, it was a human resource management issue. Can some of you remember VSS? Some employees loved it, some deplored it like it was an epidemic sweepingthe country!Many organizations had done a fairly good job of helping layoff victims by offering a variety of job-help services, psychological counseling, support groups, severance salary, extended healthinsurance benefits and even finding jobs with other companies. This assistance offered revealed that the organization did care about its former employees.What are the key concepts in human resource management and how have they impacted organizational practice and performance? Discuss in detail.