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Whatever common knowledge might suggest, in organisational teams familiarity does not breed contempt. Instead, it tends to facilitate interpersonal attraction and cohesiveness (Harrison, Mohammed, McGrath, Florey & Vanderstoep 2003). Scholars have documented that familiarity has a positive effect on productivity in coal mining (e.g. Goodman & Leyden 1991), reduces accidents (Goodman & Garber 1988) and leads to better decision making (Jehn & Shah 1997). Harrison et al. (2003) found that teams comprised with members familiar with each other, either before joining the team or because of time spent working together after the team was formed, outperformed teams comprised of total strangers. In that sense it can be argued that interpersonal familiarity allows teams to focus on the task at hand instead of focusing on getting to know each other. On the other hand familiarity has been found to contribute to reduced negotiation (Peterson & Thompson 1997), poorer decision making and lower performance when membership changes or attrition occurs (e.g. Hollenbeck et al. 1995a).
Please explain what cascading framework is?
Q. What are the Assessment of training needs ? Training needs are identified on the basis of organizational analysis job analysis and man analysis. Training programme training
technological breadkthrough has brought a radical changes in Human Resource Management
introduction
Effective HR Management depends upon sound reward system
Features of the human resource management: 1. Pervasive force: HRM is pervasive is nature. It is present is all enterprise. It fills all levels of management in an organization
Q. General observations of evaluation? General observations: General observation should not be overlooked as a means of training evaluation. The immediate supervisor if often a
Q. Evaluating the training programme? Need of evaluation: The main objective of evaluating the training programmes is: a. To determine if they are accomplishing specific tra
Creating effective HRD environment: HRD climate is one of the pre requisites of effective HRD process implementation. It is an integral part of organizational climate. HRD climate
can be a development assignment?
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