For some managers stealing in the workplace is black and white. This article suggests it isn't. It depends which viewpoint you take - employee or employer. Is using a company pen for personal use theft of company assets or just part of the give-and-take of employment? It all depends on your viewpoint and where you draw the line.
Technology provides a force for change in all businesses. Technologists innovate and develop new technological knowledge and technological artefacts. That technological knowledge helps us do things differently and to innovate within our businesses. The technological artefacts help us do things, but they also do things for us and replace us in things we did previously.
People are the most important asset of any organisation. Research has shown that effective management of employees can lead to increased bottom line performance and a growth in shareholder value. All small companies and many medium sized organisations tend to work without HR professionals but they still engage, train, promote, pay and generally manage their staff. Research shows however that there is more to be had for such organisations.
Training is an intervention in the employee’s working life, hopefully to the benefit of both employer and employee. This paper asks what activities are needed to ensure that the training is a success and that learning results. This learning, moderated by the trainee’s motivation on the job, will then generate the desired behaviour change.This paper identifies three phases in training: pre-training, training and post-training, and explains why all three are equally important.
It’s only when managers come to rely on a job description at some point of impending opportunity or catastrophe that the importance of that simple document becomes apparent. Coupled with that, most JDs are just a list of duties and measuring performance against them is impossible. Here's guidance on fixing that.
We know that men and women must be paid equally for jobs of equal value so we can assume that pay discrimination is not the explanation for the recently reported gender pay gaps in most organisations. Our analysis suggests that the cause is something much, much deeper. Deep in society. And no amount of castigating employers will fix it. As a society, universally, women are paid less than men. And we have to fix the attitudes that cause this - in the family, schools and society as a whole.