Managers are often uncomfortable discussing

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Managers are often uncomfortable discussing weaknesses with employees. In fact, unless pressured by organizational policies and controls, managers are likely to ignore this responsibility. The solution to the problem is not to ignore it but to train managers to conduct constructive feedback sessions. Performance Evaluation Globally International variations in performance appraisal Global performance evaluation across: 69
Zusammenfassung VU OB o Individualism/Collectivism o A person’s relationship to the environment o Time orientation o Focus on responsibility Leadership Role of HRM HR is responsible for designing and administering an organization’s benefit program. A benefit program should: Be suited to the organizational culture Reflect the values of the organization Demonstrate economic feasibility Be sustainable in the long term Benefits will likely improve employees’ psychological well-being and therefore increase organizational performance. Leadership Role of HR: Employment Policies Drafting and enforcing employment policies. Employment policies that are informed by current laws but go beyond minimum requirements will help define a positive organizational culture and set high standards for performance. Policies differ from benefits in that they provide guidelines for behavior, not just the working conditions. Any policy must have enforcement to be effective. Leadership Role of HR: Work-Life Balance Managing work-life conflicts Gaines momentum in the 1980s as a result of the increased entry of women in the workforce. Keeping workloads reasonable, reducing work-related travel, and offering on-site quality childcare are examples of practices that can help manage work-life conflicts. Different people prefer different solutions! Leadership Role of HR: Mediations, Terminations and Layoffs Human Resource departments often take center stage when unpleasant events such as disputes, substandard performance and downsizing occur. Employees need to be able to trust their human resource professionals to maintain appropriate confidentiality and a balanced perspective. Managers need to be able to trust HR, too, to know the laws and represent the company’s perspective. 70
Zusammenfassung VU OB Organizational Change and Stress Management Resistance to Change Forces for Change Force Example Nature of the workforce More cultural diversity Ageing population Increased immigration and outsourcing Technology Faster, cheaper and more mobile computer and handheld devices Emergence and growth of social networking sites Deciphering of the human genetic code Economic shocks Rise and fall of the global housing market Financial sector collapse Global recession Competition Global competitors Mergers and consolidations Growth of e-commerce Social trends Increased environmental awareness Shopping from home More multitasking and connectivity World politics European Union membership uncertainty Opening of markets in China War on terrorism Planned and Unplanned Change Change involves making something different.

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