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Most certainly. Transition and action processes are more influential for performance outcomes. For example, if a team is facing issues with product development time and quality, decision accuracy, response time, customer service, amount of sales or manufacturing errors, attention should be paid to transition processes such as goal specification or strategy formulation and action processes such as monitoring progress towards goals. Coordination and team member monitoring/backup would be important if teams are highly interdependent. If the team is operating in an ambiguous, fast-paced environment then mission analysis, strategy development and environmental monitoring are most important.
On the other hand, if team viability or individual learning are priorities, interpersonal processes should be assessed. So, if a team is facing high turnover, low commitment and low satisfaction then conflict, affect management and motivation should become priorities.
Ques. Given the debate on the move towards individualism and away from collectivism since the 1980's, how would you account for the increasing interest in teamwork? Ans .Teaml
evolution of HRM
Promotion: it deals with upward reassignment given to an employee in the organization to take higher position which commands better status and or pay keeping in view the human res
technologies breakthrough has brought a radical changes in HR??
How can it convert bench into capital?
effective human resources management depends upon sound reward system somment
The following are the different elements of personnel planning: • Estimating manpower requirements quantitatively and qualitatively. • Recruitment and selection of persons.
Question: Suppose you are the Human Resource manager of a well established garment manufacturing enterprise. a) Because of a sudden increase in demand for your product, you
Q. Show Group incentive These are the incentive wage plans which motivate the group to produce more under Individual incentives plans. Bonus is paid to the workers on the basis
Q. Show factors influencing employee remuneration: 1. Labour market: demanded for and supply of labour influence wage salary fixation. A low wage may be fixed when the supply o
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