Chapter 6 - The Soft & The Hard Dimension

Totally compensation such as promotions bonuses

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Unformatted text preview: tally Compensation such as promotions, bonuses Compensation and incentives schemes is based on individual achievement and it is used as the only mean to ignite motivation and work commitment. ignite According to Guest (1987) the characteristics of the soft dimension of managing change are: soft “…being people–oriented throughout with an ethic of respect for the individual, maximization of individual talent, well developed well­integrated policies and practices, genuine consultation and involvement, and clear challenging goals with feedback”. HARD DIMENSION Rigid Formal High tech Top-down Objective Product orientation Strategic Calculative Intolerance with mistakes Individualistic COMPONENTS Planning Job design Recruitment Selection Traning and development Compensation Career development Performance appraisal Employees relation Health and safety MANAGING CHANGE SOFT DIMENSION Fluid Flexible Unstructured High touch Informal Employees participation Discretion Subjective People orientation COMPONENTS Managing change Culture Symbols and symbolism Humor Office politics Diversity Empathy Emotional intelligence TQM Justice Spirituality ORGANIZATIONAL IMPACTS Productivity Competitive advantage Survival Efficiency Effectiveness Profitability Model: The Hard And Soft Dimensions Of Managing Change WHY NEED FOR SOFT DIMENSION? Ac c o rding to Walto n (1985) the re are fo ur re as o ns fo r the ne e d o f s o ft as pe c ts in manag ing human re s o urc e : re 1)Employees influence that refers to the amount of authority, responsibility and power delegated by management to the employee...
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This document was uploaded on 04/02/2014.

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