UNETHICAL HR PRACTICES AND THEIR IMPACT ON EMPLOYEES

2021 ◽  
Vol 12 (1) ◽  
pp. 35-44
Author(s):  
Dr Sumbul Tahir ◽  
Keyword(s):  
Human Resource ◽  
Exploratory Study ◽  
Hr Practices ◽  
Human Resource Policies ◽  
Unethical Practices ◽  
Conceptual Clarity ◽  
Theoretical Paper ◽  
The Subject ◽  
Practical Implications ◽  
Policies And Practices

Purpose: To throw light on some unethical Human resource policies followed by companies and suggest ways to overcome them. Approach: This is a theoretical paper designed to provide conceptual clarity on the subject. An exploratory study aims to enhance recognition and understanding of some policies and practices causing discomfort to employees. Findings: Several policies reported to be unethical by employees worldwide have been described in detail. Practical implications: This paper will offer insights to HR professionals encouraging them to realize and change some policies and practices that have become a part of their organizations. It also will encourage people from other fields to learn how they can flag unethical practices in their organizations.

scholarly journals Mapping the Relation between Emotional Intelligence and Managerial Effectiveness at Workplace: An Overview

2016 ◽  
Vol 3 (1) ◽  
Author(s):  
Nidhi Chadha
Keyword(s):  
Human Capital ◽  
Emotional Intelligence ◽  
Human Resource ◽  
Valuable Insight ◽  
Managerial Effectiveness ◽  
Human Resource Policies ◽  
The Subject ◽  
Growing Economy

The present study attempts to ascertain the importance of relationship between emotional intelligence and managerial effectiveness. Though a great deal of attention has been paid to this area in the last few decades, but the subject still requires more research as the business scenario is continuously changing and is prone to unpredictable challenges. India being a rapidly growing economy and largely depends upon its human capital and so increasing attention is being directed towards improving emotional intelligence and managerial effectiveness. Thus, this study is in a growing line of research and can provide valuable insight especially for managers as it can help in planning and executing human resource policies aimed at augmenting the effectiveness of managers.

Ten questions that make a difference for HR leadership

2015 ◽  
Vol 23 (3) ◽  
pp. 20-22 ◽  
Author(s):  
Clinton Longenecker ◽  
Laurence S Fink
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Social Implications ◽  
Valuable Insight ◽  
Business Partnerships ◽  
Comprehensive Understanding ◽  
Bottom Line ◽  
Content Type ◽  
Hr Practices ◽  
Practical Implications

Purpose – Presents the distilled wisdom of two human-resource (HR) award facilitators. Design/methodology/approach – Takes in the form of ten questions that make a difference for HR leadership. Findings – Asks: Are you trusted by the members of your organization? Do you possess a real and comprehensive understanding of how your business makes money? Do you keep yourself up to speed on the legal and compliance issues that are most important to your organization? Do you think strategically and execute operationally? Are you measuring and monitoring the most meaningful metrics that measure mission-driven performance? Are you working hard to create business partnerships with your stakeholders that increase the likelihood of success? Are you taking steps to help all managers in your organization to operate like great HR leaders? Are you using your talents and influence to build teams and solve organizational problems? Do you seek out and apply innovative HR practices that can truly affect your organization’s bottom-line performance? Do you ensure that people have the information they need to perform in an optimal fashion? Practical implications – Urges HR specialists to review, reflect on and assess their response to each of the questions. Social implications – Suggests that each question identifies key behaviors and activities that can become a target for improvement. Originality/value – Provides valuable insight rarely available to HR specialists.

Facilitating Efficiency and Flexibility Ambidexterity in Project-Based Organizations: An Exploratory Study of Organizational Antecedents

2020 ◽  
Vol 51 (5) ◽  
pp. 556-572
Author(s):  
Xiuxia Sun ◽  
Fangwei Zhu ◽  
Mouxuan Sun ◽  
Ralf Müller ◽  
Miao Yu
Keyword(s):  
Case Studies ◽  
Human Resource ◽  
Exploratory Study ◽  
Qualitative Interviews ◽  
Multiple Case Study ◽  
Changing Environments ◽  
Human Resource Policies ◽  
Different Types ◽  
Multiple Case

Through an exploratory multiple-case study in the context of project-based organizations in China, this study aims to identify the antecedents that facilitate three prevalent types of ambidexterity, namely, structural, sequential, and contextual ambidexterity. To understand and theorize on this phenomenon, seven case studies with 76 qualitative interviews were held. The results show that unpredictable and changing environments set the enabling context for ambidexterity, whereas design choices involving dimensions of structure, processes, empowerment, rewards, and human resource policies serve as structural antecedents. The managers and employees who respectively behave in supportive and initiative ways ultimately trigger different types of ambidexterity.

Managers’ motives for investing in HR practices and their implications for public service motivation

2016 ◽  
Vol 37 (5) ◽  
pp. 764-776 ◽  
Author(s):  
Julian Seymour Gould-Williams
Keyword(s):  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
High Performance ◽  
Design Methodology ◽  
Public Service Motivation ◽  
Content Type ◽  
Hr Practices ◽  
Theoretical Paper

Purpose – The purpose of this paper is to explain how approaches to human resource management may contribute to the development of public service motivation (PSM). Three different approaches to managing people are outlined, namely, the “high performance”, “high commitment” and “high involvement”. Relevant theories are then used to predict the outcomes and relevance of the different approaches when promoting PSM in public sector organisations. Design/methodology/approach – This is a theoretical paper. Findings – This paper provides the first theoretical explanations for the relationships between human resource (HR) practices and PSM in public sector organisations. Originality/value – This paper explains how the same HR practices may have different employee outcomes depending on managers’ motivations for implementing them.

Role of Personality in the Formation of Psychological Contract

2017 ◽  
Vol 18 (4) ◽  
pp. 1059-1076
Author(s):  
Promila Agarwal
Keyword(s):  
Human Resource ◽  
Psychological Contract ◽  
Theoretical Explanation ◽  
Hr Practices ◽  
Practical Implications

The current research is aimed to investigate the association between personality and the formation of the psychological contract (PC) in India. A sample of 262 employees was used to test the hypotheses. The study provides the theoretical explanation beneath the association of personality and formation of the PC. It reveals how personality is associated with employee obligations and employer obligations. The findings have practical implications in managing the PC. The examination of the association of the PC (employee and employer obligations and fulfilment of obligations) and personality can have direct implications for human resource (HR) practitioners in managing their HR practices. The study adds to the theory of the PC by exploring one of the factors underlying the idiosyncratic nature of the PC.

scholarly journals Socially responsible human resource policies and practices: Academic and professional validation

2017 ◽  
Vol 23 (1) ◽  
pp. 55-61 ◽  
Author(s):  
Jesus Barrena-Martínez ◽  
Macarena López-Fernández ◽  
Pedro Miguel Romero-Fernández
Keyword(s):  
Human Resource ◽  
Socially Responsible ◽  
Human Resource Policies ◽  
Policies And Practices

An application of the instrumental-symbolic framework in Maritime industry

2019 ◽  
Vol 43 (3) ◽  
pp. 270-292
Author(s):  
Alka Rai
Keyword(s):  
Data Analysis ◽  
Human Resources ◽  
Human Resource ◽  
Design Methodology ◽  
Research Literature ◽  
Maritime Industry ◽  
Employer Branding ◽  
Content Type ◽  
The Subject ◽  
Practical Implications

Purpose To deal with the agenda of extensive research to establish employer branding as a valuable Human Resource (HR) practice, this study aims to examine perception of seafarer to explore the attributes related with employer branding in maritime industry. This study intends to explore the applicability of instrumental-symbolic framework of employer branding in maritime industry to understand the dimensions related with attractiveness of seafarers’ jobs. Design/methodology/approach Sample of the study is Indian seafarers include only officers from both deck and engine. Total 276 usable responses were considered at the end for data analysis. Findings Both, the instrumental and symbolic attributes explained significant variance in predicting attractiveness of seafarers’ occupation, thus supporting hypotheses 1 and 2. In particular, among instrumental dimensions, social/team activities, structure, advancement, travel opportunities and pay and benefits positively predicted seafarers’ attraction towards their job. As symbolic dimension, sincerity, competence and prestige was positively related, and ruggedness was negatively related to attractiveness of the present job among seafarers. Practical implications Overall, the present findings ascertain the utility of the framework as a conceptualization of employer brands and support the applicability of instrumental-symbolic framework for understanding the dimensions of occupational attractiveness in different context and culture, i.e. Indian Seafarers. Originality/value Although the popularity of employer branding is growing amongst human resources practitioners, but still, there is dearth of academic (mainly empirical research) literature on the subject, `appeals to management researchers (Cable and Turban, 2001; Backhaus and Tikoo, 2004, Edwards, 2009; alniacik and alniacik, 2012; Kucherov and Zavyalova, 2012). With this in consideration and to deal with the agenda of extensive research to establish employer branding as a valuable HR practice, the present study examines perception of seafarer to explore the attributes related with employer branding in maritime industry.

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