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08.The Importance of Work Life Balance

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Introduction The reality of working life today is that employees are constantly trying to juggle their work and personal lives. In their struggle to balance both, it is often the influence or the interference of one on the other that leads to positive or negative ‘spillover’. Mauno et al.(2006, p. 210) Posit that “work- family conflict is unavoidable in modern Western life”. One possible explanation for increasing work-life problems for employees and organizations around the world is ever increasing job stress. Many organizations today are facing the pressure of market-driven globalization and an unwavering demand for growth and efficiency (Mauno, et al., 2006). Job stress has been widely linked with adverse effects on employees’ psychological and physical wellbeing in many occupations, including academics (Kinman & Jones, 2003). Job stress therefore represents a large emotional cost to employee wellbeing and puts a considerable financial burden on organizational performance ...
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07.Herzberg's Two Factor Theory for Employee Motivation

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  Introduction Motivation is a general term that refers to the entire class of drives, desires, needs, wishes and  similar forces that compel people to choose certain options over others (Maicibi, 2003). Motivation  involves internal and external forces that influence a person’s choice of action. In 1959, Herzberg  conducted a study on the job attitudes for 203 accountants and engineers. The participants were asked to  recall when they had felt positive or negative at work and the reasons why. The findings indicated that the  job characteristics were related to what an individual does and to the nature of the work that a person  performs. Motivation factors did appear to have the capacity to increase the sense of achievement,  competency, personal growth, self-realization and status. However, the absence of such gratifying job  characteristics does not appear to lead to de-motivation or dissatisfaction. Instead, dissatisfaction results...
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06.Maslow's Hierarchy for Employee Motivation

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  Introduction Maslow's hierarchy of needs is a theory by Abraham Maslow, which puts forward that people are motivated by five basic categories of needs: physiological, safety, social and love, esteem, and self-actualization (Maslow ,1954).                                                                              Source: Maslow (1954) 01.Physiological Needs These refer to basic physical needs like drinking when thirsty or eating when hungry. According  to Maslow, some of these needs involve our efforts to meet the body’s need for homeostasis; that is, maintaining consistent levels in different bodily systems (for example, maintaining a body  temperature of 98.6°).Maslow considered physiological needs to be the most essential of our needs...
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05.Recruitment and Selection

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  Recruitment Recruitment is the process of finding, testing, hiring and ultimately riding qualified work passengers (Anwar & Surarchith, 2015) . The hiring process may be more straightforward, but advances in technology, a strong labor market and a five-generation labor pool can make the first step - finding people who can be a part - especially challenging. Employment is an integral part of human resource management (HR) and is supported by the hiring manager and other stakeholders in the recruitment process. Skilled recruitment efforts will make the company stand out and be more attractive to potential employees, a strategy that can directly contribute to the company's crisis ( Abdalla et al . ,2021). Selection Employee selection commences after prospective employees have been recruitment in an organization.  In the views of Maloney (2001), the selection can be considered to be a process where the best candidate is considered from a pool of available candidature. ...
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04.Job Rotation

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Introduction Job rotation is a practice where an employer moves employees to a new role that is equal to their previous role, either on an ongoing basis or for a set period (Huang, 1999). Job rotation is a lateral move rather than any type of promotion, although it can benefit the employee and the employer. It may happen on a regular schedule where an employee rotates through multiple jobs per year, or it may be a temporary rotation into a new job for a short period before the employee returns to their original position (Huang, 1999). While job rotation requires the person being rotated to have the right qualifications, it is an opportunity for employees to learn new skills. For instance, an employer can't rotate a nurse into a doctor's role because of the differing qualifications for those roles, but a nurse can move into a nursing role in different departments within the same organization. (Beatty, Schneier & McEvoy, 1987). Important of Job Rotation Job rotation all...
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03.Employee Relationships

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Introduction The definition of employee relations refers to the organization's efforts to build and maintain good relations with its employees. By maintaining good, constructive relationships with employees, organizations hope to keep employees honest and more involved in their work(Lewicka D,2012). Often, the organization's human resources department manages labor relations efforts; however, some organizations may have the role of relationship manager and dedicated staff. Typical responsibilities of a labor relations manager include working as a mediator or coordinator between employees and managers, and can create or advise on the formulation of policies related to employee issues such as fair compensation, beneficial benefits, fair working life balance, fair working hours, and others. When it comes to labor relations, the department of labor has two main functions. First, HR helps prevent and resolve problems or disputes between employees and managers. Second, they help ...
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02.Organizational Culture

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  Introduction Organizational culture is very complex. Every company has its own unique personality, just like people. The distinctive personality of an organization is referred to as its culture (Wong,K. 2020). Definitions Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid (The Business Dictionary). Culture also includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits (Needle, 2004). Simply stated, organizational culture is “the way things are done around here” (Deal & Kennedy, 2000). While the above definitions of culture express how the construct plays out in the w...
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