1.0 INTRODUCTION Chapter 1 is an introductory chapter administers an outline of the study context and clarifies related research problems. It provides an outlook of the research objectives to be achieved, questions to be answered and significance of the study. 1.1 BACKGROUND OF STUDY The welfare of employees is in the best interest of communities and organisations. The work place is a significant part of an individual’s life that affects his or her life and the well-being of the community. (Harter, 2002). Employee welfare has to do with the effective management of people in an organisation which can also be said to be Human Resource Management (Voorde, 2009). Employee Welfare has become one of the dominant topics in Human Resource research (Boxall & Purcell, 2008; Guest 1997.) Employee welfare and organisational effectiveness work hand in hand to achieve each factor goals. Employee welfare tries to ensure that the employees are fit both physically, emotionally, psychologically and even domestically for work. Employee welfare deals with various issues that employees are going through that tend to burden them (Voorde, 2009). Such issues may include domestic problems, financial issues, career development need, health challenges etc. Such issues can affect employee willingness to work greatly in other words, employee welfare goes a long way in determining the attitude employees have towards their jobs (Voorde, 2009). The average adult spends much of his or her life working, as much as a quarter or perhaps a third of his waking life is work. As much as a fifth to a quarter variations in adult life, satisfaction can be accounted for by satisfaction of individuals with their work (Campbell, Converse, & Rodgers, 1976). However, the ... ... middle of paper ... ...workmen. Welfare is fundamentally an attitude of mind on the part of the management influencing the methods by which management activities are undertaken (Basavaraj, 2013) Pension Scheme: For the establishment of a non-wage reward system, the pension provision scheme is referred as an instrument of management to offer the incentives in valuing the human capital of organizations (Walker & Foster, 2006). Turnover Intentions: the subjective perception of an organizational member to quit the current job for other opportunities (Lee, W.J 2008). REFERENCES Basavaraj, R. &. (2013). Employee Welfare Measures in Mining Industries. International Journal of Multidisiplinary Management Studies . Boxall, P., Purcell, J. & Wright, P. (2007). Human resource management: Scope, analysis, and significance. In: The oxford handbook of human resource management. (pp. 1-16).
Issitt, Micah, L. Flynn. "Welfare: An Overview." Points Of View: Welfare (2013): 1. Points of View Reference Center. Web. 5 Jan. 2014.
Mossler, R. A. (2013). 8.4 Motivation and Job Satisfaction. In Adult Development and Learning. Retrieved from https://content.ashford.edu/books/AUPSY202.13.1/sections/sec8.4
The welfare state is a political system that has been an important ideology used by countries that provide social programs to its people. One may say that the rise of the welfare state is caused by capitalist needs that lead to failure and end up hurting the well-being of its people. When the country is faced with a critical situation that hurts the people and the economy, the government is required to provide welfare programs that attempt to cure the consequences of failures of the country. For example, the Great Depression was the result of an economic crisis that caused the decline of people’s well-being. The society was faced with tremendous financial problems and the only way to fixed it was by providing an efficient welfare system, such as the New Deal. Among the programs certain acts passed, like the Social Security Act, provided benefits and compensation to workers and
This advertisement implies that the public perception of welfare recipients is a negative one. Unfortunately, in our society, there is an attitude toward welfare clients because many people apparently believe, according to the Ad council, that these clients are taking money from those who work hard for it themselves, calling this a hand-out. Our society appears to believe that welfare clients wish for, and have, an easy life, free of having to work. The reality of this concept is that people on welfare are not content to just get a check. This service announcement works toward changing this close-minded suggesting that most welfare clients wish to take control of their lives. They paint a very different picture of what these clients truly wish to achieve, rather than what is apparently expected of them by the public. In addition, they try to place a human face on the problem by stating from the beginning that most people on welfare want jobs and being sympathetic but direct.
The company Steel Co, which has been established for around 30 years, has been in a steady decline during the current recession and although a Divisional Director has been employed by the owner the fortunes of the company have not improved. The staff is unhappy, unproductive and unimpressed by the Human Resource system that currently exists in the company. The pay structure that currently exists within the organisation has been much debated among employees who feel it is unsatisfactory. The Business Adviser will research Performance and Reward management tools in order to help the company develop a more suitable Performance and Reward system to use. A variety of sources will be used in order to evaluate the system and tools against other organisational frameworks. The pay structure within the company will also be looked at in order to identify any possible changes that could be made.
There are 108,592,000 people in the United States on welfare (Snyder). Welfare is not social security, unemployment insurance, veterans’ benefits, or workers compensation (Snyder). People who receive welfare have low motivation and think it is an entitlement. People use excuses to not find an actual job and slowly start to rely on welfare for their overall income (Snyder).
advancement and turnover intentions: The mediating role of job and employer satisfaction. Women in Management Review, 21(8), 643-661.
Wellness in a workplace is a key factor determining how productive an organization shall be. This wellness encompasses two concepts, organizational well-being and the psychological well-being. Organization wellness encompasses collective well-being within the organization and this is brought forth by concepts such as embracing diversity, collaboration and fairness. Psychological wellness on the other hand involves the general well-being of the particular persons in the workplace. Essentially, psychological wellness of the employees is paramount over the organizational well-being. There is no general structure how this should be carried out- each organization may adopt its own specific model.
The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources. While some companies took the human side of employment seriously, there were others who did not find it mandatory. Hence they faced huge labor unions and factory shut downs (Henning, 2001).
It is a well-established reality that organisations in the world today can no longer survive without focusing on their employees. If they have to be at the competitive edge, they have to invest in human resources, and placing their employees on top priority. This notion has led to the strategies that, most organisations are pursuing through employee management. To achieve the optimum performance of employees, organisations must motivate their employees, and engage them in activities that will benefit and help employees in achieving their predetermined goals and objectives. In order to achieve this, it is imperative for managers to set in motion work conditions that will help employees to achieve satisfaction of their job, low turnover and absenteeism rate and promote the environment that promotes the organizational commitments and organizational citizenship behavior.
Although the welfare state system has worked immensely in providing and establishing a substantial life to people, yet it has some ambiguities at times and it does face challenges due to the different policies and territories it is based in.
Mayo’s theory of human relations is directed towards an employee’s social needs. Elton Mayo is credited to introducing the human relation school of thought. According to him pay alone is not enough to my motivate workers to produce their best (Latham, 2007). Social needs of the workers for example treating them in a humane and caring manner should be considered. In this video we learn not only of the decent pay that the workers receive but their working conditions are of high standards. The adequate space maintained between machinery, correct protective equipment for employees as well as proper work gear has been observed. The company is not biased against women as they form part of the workforce and with the great machinery available they are a...
In “Americans Are Overworked, but Still Surprisingly Happy on the Job,” Suzanne Lucas claims that an appropriate amount of work can make workers feel satisfied, but
Due to all these factors managers have come up with different strategies to understand employees problems and to improve organizational behaviour by screening out the employee who does not suit the specific organizational culture, and specific job based on interest and experience instead of conventional approach. These steps are very utilitarian in ameliorating the employees over all job satisfaction, which in return lowers the absenteeism and employees turnover, thus benefiting the organisation in improving its services and products.
Organizations are working hard in today’s world of business, not only to remain competitive, but also to focus on stability and structure. Employees are the backbone of an organization. It is becoming more important to offer quality HRM programs to staff, in order to support the retention of trained and experienced staff. Employees have always been concerned with salary however, there is a new focus emerging that looks at compensation as a whole entity. Monetary wages are now just as important as other benefits such as paid time off, medical and dental offerings and retirement. This paper will discuss the importance of the total compensation program which includes many aspects, not just salary. Attention must be paid to equal pay, pay