(15c) Retrieved online from https://ecampus.phoenix.edu Pro Request library on Monday, January 31, 2006. Chase, R., Jacobs F. & Aquilano N. (2005) Operations Management for Competitive Advantage. 11th Edition. Jensen, P. (2004). Operations Management/Industrial Engineering.
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It is therefore important to let our “most important asset” feel motivated, appreciated and above all, happy to work in an organisation. ( Sophie Rowan 2008) If an employee is happy and feel appreciated, the potential of these people will grow thus bringing in more asset to an organisation or company. A MOTIVATED WORKFORCE Motivated employee have a significant impact on an organisation. Author Dr Tim Baker (2009) state that companies which function the traditional “them and us”... ... middle of paper ... ...ation. CONCLUSION Gary Beckett, a Nobel prize winning prize economist once say,” the basic resource in any company is the people.
Introduction Without a doubt, the greatest asset an organization can have is its human resource. Therefore, issues affecting the staff have increasingly become popular among business managers, scholars, policy makers and other stake holders. One of the issues that have particularly generated sufficient interest is managing workforce diversity. O’leary & Weathington (2006) defines diversity simply as way of differentiating one person from another. Diversity is about recognizing and appreciating the uniqueness of each person.
There are many methods businesses can use to measure cost. Cost is an essential piece to a business since cost ultimately affects if the business can continue to make a profit. The ultimate goal is for a business to make a profit, so using the correct cost management method is important. This way cost can be calculated as accurate as possible. Two cost measurement methods are activity based and job based costing.
Human Resource Management Effective human resource management is undoubtedly critical to the success of virtually all firms. Thus its importance is huge in the study of business strategy; which is the system of the firm’s important choices that are critical to the firm’s survival and relative success (Boxall and Purcell 2003). Getting more specific, strategic human resource management as a field of study is concerned with the strategic choices associated with the use of labour in firms and with explaining why some firms manage them more effectively than others (Boxall and Purcell 2003). Traditionally there has been much debate in the field of strategic HRM over two main schools of thought; “best fit” (contingency theory), and “best practice” (universalism). The “best fit” school of thought argues that HR strategy will be more effective when it is appropriately integrated with its specific organizational and broader environmental context (Boxall and Purcell 2003).
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Douglas McGregor's Theory X and Y: Toward a construct-valid measure. Journal of Managerial Issues, XX(2), 255-271. Retrieved from http://search.ebscohost.com Natemeyer, W.E., & McMahon, J. T. (2001). Classics of organizational behavior (3rd ed.). Long Grove, IL: Waveland Press Inc.. Schrage, M. (2000).