Our New Quote Wallpapers for Revision

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Dec 212014
 

We’ve been busy making some wallpapers for here and My Human Resource Management Book today, so check them out and add them to your wallpaper folder!

Perception Wallpaper Motivation at Work Wallpaper Job Design in Organisations Wallpaper Groups and Teams in Organisations Wallpaper Culture in Organisations Wallpaper Behaviours in Organisations Wallpapers Attitudes in Organisations Wallpaper

The 4 Main Workforce Trends That We Are Facing Today

 Blog, Motivation in Organisations, Organisational Behaviour  Comments Off on The 4 Main Workforce Trends That We Are Facing Today
Dec 202014
 

It comes as no surprise that in the last 50 years a lot has changed around the world, and with that a lot has changed in the workplaces within organisations around the world. Without these changes, growth wouldn’t have happen and on the more negative side, the market crashes wouldn’t had happened.

Yet through the thick and thin, change is important within the world and organisations. It is needed to keep us thinking, keep us on our toes and keep us growing.

In this article, the first for the My Organisational Behaviour Blog, we will explore the eight main workforce trends which are affecting businesses all over the first world. These examples are mainly taken from the British workforce, but when looking at countries such as the United States of America, Canada and Germany, the trends are much the same.

An Ageing Workforce

The birth rate in Britain has decreased with last year “just 698,512 babies were born, down from 729,674 the year before”. Although this doesn’t seem like a massive problem, the effect of decreasing birth rates means that workers have to continue working for longer to support themselves and the economy. This in turn leads it to being harder for the younger generation to get jobs, as people are not retiring at the standard age set by the government.

This article from the Telegraph paints a good picture of why this is a challenge for organisations;

An ageing workforce creates significant challenges for employers, especially around how to control the cost of benefit provision for this group of workers. Employers need to recognise that the benefits they offer need to be adapted to deliver to the needs of the whole workforce, regardless of age,” said Mr Ball.

A lot is said of older worker being less productive and less inclined to learn new skills. I can’t say I believe this, as it is dependent on the person and culture they are in, rather than the age they are labelled with.

Female Participation in High-Status Jobs

One of the best changes which is happening in organisations is the participation of females in higher roles. After years of women struggling in the workplace, we are finally in a position to see men and women both at the top of the bill.

In fact an article which was published a few years ago on The Telegraph’s website goes as far as saying that there are more women in higher positions than men now, however the pay is still not equal.

I’m a firm believer in that this shouldn’t affect an organisation too much, as men and women should be treated equal anyway, so the way an organisation is run hopefully already takes this into account…

Increasing Participation of Historically Disadvantaged Groups

Another change which is fantastic, is that disadvantaged groups have started to appear more in organisations. From racial problems to people with physical disabilities, there doesn’t seem to be too much of a problem anymore with everyone having equal treatment in the workplace.

With the higher participation of these groups, it translate into even better places, with David Cameron strengthening his business advisory group with three women and first black FTSE 100 CEO.

More use of Various Flexible Working Practices

Part-time, temporary contracts and zero hour contracts have all become massive in the last couple of years, with people preferring to try and fit work around their life, to be happier and more content. This changes the workplace in many good and bad ways.

Communication can be badly affected as part-time workers and temporary contract workers won’t be around as often, and as they aren’t there as often, they may not care as much, leading to communication problems around all of the company. As well as this it may be harder to keep track of which employees are in when, hence why most companies with flexitime still make it a requirement for workers to come into the office in-between at least 2 to 4 hours when everyone else is there. This allows any important meetings etc. to take place.

On the other hand, flexible working is said to drastically improve motivation as it allows people to have their own lives away from work.

Working flexibly has allowed Karina to be there for her children while also running a start-up business. It has also enabled her to keep costs down and save money during the first few months of setting up a business by not having to rent expensive office space and pay for the associated overheads such as gas, electricity or travel costs. Instead, Karina can work from home, a cafe or wherever she needs to be.

In many ways it depends on the organisation. But the research suggests that flexible working, works.

Read More on this Subject

Intelligence in Organisations

 Intelligence in Organisations  Comments Off on Intelligence in Organisations
Dec 042010
 

Intelligence Definition: This is a persons ability to take on board and develop knowledge to be applied to certain tasks and skills. Many people confuse knowledge with intelligence, seeing knowledgeable people as the most intelligent ones, however we must remember that intelligence is the ability to acquire information and skills, not just remember information when it suits them.

Below are a few definitions from famous scholars.

What is Intelligence?

The capacity of individuals to process information and use the information to behave effectively (including the ability to learn from experience)

Arnold (2010)

Intelligence is what intelligence tests measure

Boring (1923)

Ability to adapt to a variety of situations both old and new; … to learn, … capacity for education, … ability to employ abstract concepts and to use a wide range of symbols and concepts

Phares (1987)

Capacity or readiness for new learning… to solve problems, reason and to achieve effective decisions

Miner (1992)

What is Emotional Intelligence?

Emotional intelligence is the ability to identify, integrate, understand and reflectively manage our own and other people’s feelings.

There are two views on emotional intelligence, one being from the point of view of ‘Positivists’ and the other from the point of view of ‘Constructivist / Interpretivits’.

Read more about Emotional intelligence.

Key Learning Points

  1. Define Intelligence?
  2. Define Knowledge?
  3. What is the Difference Between Intelligence and Knowledge?
  4. What is the Definition of Emotional Intelligence?

Emotional Intelligence Theory: Intelligence

 Intelligence in Organisations  Comments Off on Emotional Intelligence Theory: Intelligence
Dec 042010
 

Intelligence Definition: This is a persons ability to take on board and develop knowledge to be applied to certain tasks and skills. Many people confuse knowledge with intelligence, seeing knowledgeable people as the most intelligent ones, however we must remember that intelligence is the ability to acquire information and skills, not just remember information when it suits them.

Emotional Intelligence Definition: The ability to identify, integrate, understand and reflectively manage our own and other people’s feelings.

There are two views on emotional intelligence, one being from the point of view of ‘Positivists’ and the other from the point of view of ‘Constructivist / Interpretivits’. Below are what both parties think;

Positivists

Emotional intelligence is a thing existing independently from the minds of those who talk about it.

Constructivist / Interpretivist

Emotional intelligence is an idea, created by those who talk about it. Different people’s definitions of it reflect their personal preferences, rather than objective truth.

Goleman made this ‘emotional intelligence’ idea popular in the 90’s because he said that it is more important in business than technical skills or rational intelligence, something which, understandably, caused a lot of people to totally agree with him, or totally disagree. The main people who need emotional intelligence or people working higher up in the hierarchy, as they need to be able to understand people below them and know how to motivate them.

(Goleman, 1995)

Key Learning Points?

  1. Define Intelligence?
  2. Define Knowledge?
  3. What is Emotional Intelligence?