Already have an account? Get multiple benefits of using own account!
Login in your account..!
Remember me
Don't have an account? Create your account in less than a minutes,
Forgot password? how can I recover my password now!
Enter right registered email to receive password!
Arguments against workers participation: workers participation is always not favoured by managers because of the following factors:
1. Inefficient workers: some managers discount worker participation on the ground that the workers are inefficient in taking decisions. Decision making in an intellectual job and workers are in general less intelligent when compared to the executives. In the eyes of employers and management workers are less educated incompetent and unintelligent and ineffective in taking decision. Thus it is not necessary for management to allow the workers to participate in decision making.
2. Participation is not possible in complicated issues: it is not always possible to extend participation in some complicated issues like financing marketing managerial functions such as planning organizing coordinating controlling. Today management has become highly professionalized activity demanding experienced experts for solving typical problems encountered by organizations. Decisions taken by professional's management people would be more effective than the decisions taken by the managers at the functional level and employees taken together. It is not rare to hire outside professionals consultants for solving some basic problems encountered by organizations than resorting to simple traditional worker participation.
3. Weak trade unions: in some countries trade unions are weak. US is not an exception to this. In US trade unions are dominated by political pressures and ideologies concentrating least on the welfare of the employees and organizations. Labour is highly unorganized and never works on equal footing posing a problem to participation. Effective worker participation requires strong labour union and welfare motivated ideology rather than weak union and politically motivated ideology.
Organizational Processes: The macro perspective on organizational behavior draws heavily on the theories and concepts from the discipline of sociology. It seeks to understand the
effect on human resourse development
Question 1: Human Resource Management can be defined as being "a strategic and coherent approach to the management of an organisations most valued assets , i.e. the people
Least Cost Selection (LCS) In the previous section you learnt that FBS is used when the budget is fixed hence the consultant who has submitted the highest ranked proposal withi
WHAT ARE THE 5 MOST COMMON ETICAL STANDARDS OF STRATEGIC HUMAN RESOURCES MANAGEMENT
name and explain important aspects that should be adhered to when making the final selection decision
Q. Important uses of lectures? In training the most important uses of lectures include: 1 reducing anxiety about upcoming training programmes or organizational changes by ex
Labour Welfare measures used for employees in an organization with
Ask questEmployee resistance to change is a symptom, not a problem in the change process. What are some of the real problems that may occur or underlie employee resistance?ion #Min
These characteristics tend to create a group of individuals rather than a cohesive team. What concerns Hambrick (1994) is that a lack of information exchange, collaboration, and jo
Get guaranteed satisfaction & time on delivery in every assignment order you paid with us! We ensure premium quality solution document along with free turntin report!
whatsapp: +91-977-207-8620
Phone: +91-977-207-8620
Email: [email protected]
All rights reserved! Copyrights ©2019-2020 ExpertsMind IT Educational Pvt Ltd