MBA

EMPLOYEE ENGAGEMENT According to Kinsey Goman (2004), The new generation didn’t sign up for the old deal.”  With the rapid increasement of competitive markets, globalization, volatile economic climate, constant change and the war for the talents, organizations face a massive challenge for successful business. The young employees do not expect lifelong jobs any more. They select short term jobs where they commit for the short period of time and move on from jobs that are not satisfied. They consider these experiences as a stepping stone for another job.  The modern work force seeks for more collaborative and empowering leadership.  The managers should understand this shift thoroughly and pay more attention on employee retention and talent.  The researchers have found out that Employee Engagement is a desirable condition to overcome this challenge.  Therefore it has become increasingly popular over the last several years. WHAT IS EMPLOYEE ENGAGEMENT...

JOB DESIGN IN HUMAN RESOURCE MANAGEMENT WHAT IS JOB DESIGN? According to Davis and Taylor (1972), the history of the origin of jobs has a powerful grip on the present; for this historical residue is the present conventional wisdom in the world of work.  Job design is a core function of Human Resource Management which is related to specification of content, methods and relationships of jobs.  Further, the job design enhances the satisfaction of technological and organizational requirements, as well as the social and personal requirements of the employee. Specter E A (1976) defines Job Design as a process of structuring work and designating the specific activities at individual or group levels.  Job Design determines the responsibility of employee, decision making, how much he enjoys his work, level of satisfaction and productivity. There are two components which underlying the Job Design.  The first one is job content, which refers to various tasks to be ...