The 3 Organizational Theories And Assess Their Efforts,...

Nationwide Diploma in Business L6 ASSESSMENT TASKS Rajeev Pandey Student Id - 12001199 1.1: The 3 Organizational Theories and assess their efforts, talents, and weaknesses Classical theory: efforts: This concept helps management to divide all employees and their task description in work fields, predicated on their ability and in addition it assists business in growth of the corporation. talents :This theory has therefore talents being numerous have control, obligation. It helps to business to which method the very best for run business. weaknesses: the primary weakness associated with the concept is so it does not have good behavior they are rude it putts the bad influence on company also on connection of men and women. Humanistic concept: Contributions: this notion has large amount of share in general management it helps the employees to enhance their motivation degree, business offered them various task of works. skills: Humanistic concept has good talents to provide the free environment and workers have all of the legal rights to really helps to increase the communication skills. Weaknesses: sometimes the mangers did appreciate the ongoing work n’t done by employees and it also reduced the motivation and confidence amount of workers. Contingency concept : Contributions: In assists the business to really make the practices that are right decision generating for the business that is future. It helps the corporation just how to works in the tasks andShow MoreRelatedManaging The Global Workforce Final 1. As A Human Resource3674 Words   |  15 Pagesemployees. The average 33-year-old may respond differently then would a 55-year-old seasoned employee to an employee performance management system. Organizational behavior theories that research into how humans behave in organizations has revealed that there are hard and soft dimensions to organizational performance, and that the quality of organizational outputs is in no small measure dependent on the quality of the work force and how effectively it is utilized (Smith, 2010). This is relevant to modernRead MoreEffect of Motivation on Employees Productivity1775 Words   |  8 PagesCHAPTER ONE INTRODUCTION 1.1 BACKGROUND TO THE STUDY One of the most erratic of all available organizational resources is human. As a matter of fact, a major perplexing issue facing the Nigerian organization over the last few years is not that of retaining the workforce because they (the workers) want to leave voluntarily, rather, it is that of finding ways and means of retaining them because the opening environment makes it difficult to continue to keep employees beyond a certain maximum numberRead MoreManaging Change in Organisations Essay4889 Words   |  20 Pagessubmitted: June 01, 2009 Assessor(s):_______________________________________ Learning Outcomes: 1, 2, 3 Unit outcomes Outcome Evidence for the criteria Feedback Assessor’s decision Internal Verification 1 Explore the background to change affecting the current organisation (2.1) †¢ discuss the background to change that exists intoday’s economy a †¢ evaluate the strengths and weaknesses of bureaucratic organisations b †¢ compare alternative forms of Organisational Development c Read MoreManaging Organization and Leading People Essay4299 Words   |  18 Pages Organization Overview 2 Organization Description 3 Leadership Practices 4 Relationship between Leadership and Organizational Culture 7 SWOT Analysis 8 Organizational Strength 8 Organizational Weaknesses 9 Organizational Opportunities 10 Organizational Threats 10 Leadership Evaluation 11 Leadership Strengths 11 Leadership Weaknesses 13 Recommendations for Leadership Development 14 Organization Overview Organizational overview provides a framework of the organization. ItRead MoreDevelopment Of Strategic Human Resource Management3563 Words   |  15 Pagesorganizations: 6 The critical approaches to SHRM: 7 Challenges of HRM and risks involved in implementing HR practices: 9 Contributions of HRM to overall organizational strategy: 11 Conclusion: 12 Reference: 13 Introduction: Purpose of the report: The main purpose of this academic report is to reflect is to know and understand that the organizational forms of the future are going to be controlled and influenced by the scope that technology and information offers (Becker et al. 2009). Another vitalRead MoreOrganizational Development and Swot Analysis6027 Words   |  25 PagesCurrent Trends in Organizational Development and SWOT Analysis ORGANIZATIONAL DEVELOPMENT i. Organizational Development (OD) is a field of research, theory, and practice dedicated to expanding the knowledge and effectiveness of people to accomplish more successful organizational change and performance. OD is a process of continuous diagnosis, action planning, implementation and evaluation, with the goal of transferring knowledge and skills to organizations to improve their capacity for solvingRead MoreBlink - Book Review1614 Words   |  7 PagesXavier Labour Relations Institute Managing Human Behaviour Assignment Blink by Malcolm Gladwell A book review by Narendran Santhanam (G10031) Contents Introduction 3 A brief summary 3 Evaluation 5 Conclusion 5 Introduction â€Å"Blink† by Malcolm Gladwell is a book about how we think without thinking, about choices that seem to be made in an instant – in the blink of an eye – that actually aren’t as simple as they seem. The book deals with the smallest components of our everydayRead MoreHuman Resources Environment at Dell5606 Words   |  23 Pagesrealization that HRM greatly influences an organization’s human and organizational resources (Jackson and Schuler). Accordingly, HRM practices can be used to gain competitive advantage over rival organizations. The extent to which HRM can be used to gain a competitive advantage and the means of achieving this are influenced by the climate in which the business operates. The impact of HRM strategy and practice on organizational performance is an important facet of any business strategy and is essentialRead MoreLeadership Skills, Mentoring, And Cultural Activities2154 Words   |  9 Pageslead aboriginal cultural practice s. Follow up work was given to the students and educators involved, and a youth liaison visited the school after the conference to conduct more follow up activities. To document the process a transition conference organizational manual was created. Four conferences with the involvement of over two hundred students were held to date. Successes of the programs Peer mentoring showed success in a few areas, two areas are highlighted. First area was enrollment and participationRead MoreEssay about The 2008 Financial Crisis3160 Words   |  13 Pagescrisis was caused by a â€Å"crisis of character† in their industry by actively seeking candidates of integrity and character? There are two components to this research question: The first draws on strategic management research and the notion of organizational legitimacy and to what degree organizations operationally respond to public opinion; the second is the concept of â€Å"character,† what it means, how it is conceptualized, measured and operationalised through the selection of new employees. I hypothesize

True Love Essay - 763 Words

Throughout many of our lives we are presented with feelings of lust and desire. During these fits of longing we are presented with many different ways to react to these conflicts, some of which aren’t the most rational way to go about coming to a conclusion. However, in most cases we will be given a new, more positive outlook on life because as humans we enjoy the unexpected surprise that is brought fourth from these internal conflicts. It is from these types of situations that we are given new meaning and purpose from these apprehensive feelings arisen from passion and love. Most of us, given the circumstance, exquisitely enjoy the feeling of immense emotional attachment to a loved/cherished one. On the other side most of us also†¦show more content†¦Mabel realizes at this point that she may be out of her mind, but she also sees that she still would like to live and this man is presenting her with a chance that could essentially bring some meaning back into her life with his passion and love. Under the circumstances this is one the things that we need to push us to make us stronger because when we are given the choice to live life with or without love most of us realize that a life without love is not a life at all. When we are given the love that we so desperately need it gives us both purpose and fulfillment which allow us to live satisfactory lives. Having love and passion also helps us feel more alive in the world because it gives us something to live for and this is defiantly displayed at the end of the story when the male has strong feelings of love towards Mabel â€Å"†¦And as she went, the blanket trailing and as he saw a glimpse of her feet and her white leg, he tried to remember her as she was wrapped in her blanket. But the he didn’t want to remember, because she had been nothing to him then, and his nature revolted from remembering her as she was when she was nothing to him† (lines 175-178). It is in this we see how sometimes in the heat of love our animal instincts take over and render us powerless but at the same time bring us meaning and purpose. When we are blinded by passionShow MoreRelatedtrue love is not true3697 Words   |  15 Pagesto write an article on LOVE for my publication book.   Love   What is love? Love is not what you assume it is. That s why so many marriages end in divorce. 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A culture can be defined as norms of the human society that is passed fromRead MoreTrue Love1188 Words   |  5 Pagesï » ¿ True Love From a simple mixture of sexual attraction and attachment to a manifestation of the human soul, feelings of fierce romantic desire boast no shortage of theories explaining their origin and meaning. Love is as much a mystery as it is familiar, highlighting a lack of insight into the human psyche. As man attempts to unravel the endless enigmas behind this apparently paradoxical emotion, more and more questions seem to arise. What is love s true purpose? Why does it begin? How areRead MoreWhat is True Love?612 Words   |  2 PagesLove; the feeling of warm personal attachment or deep affection(Dictionary). Love is indeed a magical force of attraction that takes time to develop and requires much more than just a strong attraction. Knowing this, love at first sight is simply not possible, and this can be proven by a variety of reasons. For one the demands of a human go beyond the matter of appearance. More importantly it is important to know that the power behind true love takes time to form and is impossible to form withinRead MoreTrue Love Prevails823 Words   |  4 PagesTRUE LOVE PREVAILS True Love Prevails Wendy Cook Rowan Cabarrus Community College Abstract The Lady or The Tiger is a beautiful little story that leaves the reader hanging at its end. This is a paper arguing the possible outcome of the story. No one can ever doubt the power of true love. Even when faced with the darkest of decisions, when love is present, it always wins one way or another.Read MoreTrue Love Essay733 Words   |  3 Pagesonly day I had been feeling this, but since everyday I could remember; however, this particular day it was more prevalent than ever before. I was interrupted by my best friend, Thank you so much for bringing us to this restaurant, I love the food. Its okay I replied. Out of the corner of my eye I saw a distinct character approaching me. I was shocked, as this particular person was unable to attend. I smiled, and looked at Alexis, he sat down next to me andRead MoreWhat Is True Love?1377 Words   |  6 PagesWhat is True Love? Looking at the world today, it can be hard to recognize love. There is anger all over the world ranging from the government to terrorists. America’s news feed is filled with events of hate and devastation. CNN’s top stories include events of bombing and shootings on top of many different acts of hate. A most recent incident on CNN’s top stories list, is the Ohio nightclub shooting that took place on March 26th, killing one (Croft et. al). These reported incidents make it difficultRead MoreFinding True Love1499 Words   |  6 PagesLove; how much is hiding in these four letters, people all over the world love each other. Love is a great power which makes life so important. I think that without love, people can not live in this world. Some people have already met love. When I was growing up, I was always told that there is someone in this beautiful world for everyone, and I never seemed to believe it. I had been heart crushed by a guy I thought I loved, so ever s ince then, I thought true love could not be real. I always dreamedRead MoreThe True Nature Of Love1338 Words   |  6 PagesWhat is Love? â€Å"Love, whether newly born or aroused from a deathlike slumber, must always create sunshine, filling the heart so full of radiance, that it overflows upon the outward world.† According to Hawthorne, the true nature of love should not flow from a place of contrived affection. Although Hawthorne’s notion of romantic love is rather idealistic, it starkly contrasts the way â€Å"love† functioned in Puritan society. 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Communities of Practices in a Construction Company

Question: Describe about the Report for Communities of Practices in a Construction Company. Answer: Introduction The concept of Community of Practice (CoP) is a recent denomination with a long history back to the old age. CoP is a concept of knowledge sharing and learning in an organisation. Currently, the members of every organisation are focusing on implementation of communities of practice to improve the organisational performance. It is the concept of sharing knowledge among the people belonging to the same community in regards to their profession (Kim and Yoon, 2011). Considering the benefits of communities of practices, it has grown to be a necessity in the current business scenario. Hence, the paper developed to evaluate the role of communities of practice in a construction organisation and discuss its main characteristics and functions. In order to evaluate the role of communities of practice, Al Sahel Contracting Company LCC has been chosen for the study. It is one of the reputed construction companies in the United Arab Emirates operating since 1976. ASCC employs around 350 professional experts and 2150 unskilled and skilled labours (Alsahelcon.com, 2016). Along with that, the company has several professional sub-contractors. The organisation employs professionals belonging to different communities of practice. The study presents different communities of practice that exists in the organisation and explains their characteristics and functions. Furthermore, the paper evaluates the issues and success of the community of practice in the ASCC and explains the areas of improvement in terms of sustainability. Along with that, the study discusses the strategies that are required for improving sustainability through the community of practice. Community of Practice The concept of communities of practices was first introduced by Lave and Wenger. Communities of practices are a group of people belonging to same professions sharing knowledge and experience among themselves to improve the performance of the industry. The construction industry of UAE has a community of practice for the construction organisation owners to share knowledge and implement learning to active sharing of experiences (Kim and Yoon, 2011). On the other hand, Al Sahel Contracting Company has certain other communities that involve a group of architects, civil engineers, contractors, labour union, and designers. All these communities play an active role in improving the performance of the organisation. The Architectural Association of the UAE, Society of Engineers and the UAE Contractors Association are several active Communities of Practice that controls the operations of the organisation (Robichaud and Anantatmula, 2011). The company needs to be an active member of the UAE Contractors Association to carry on with its operations in the market. Furthermore, the architects working for the ASCC must be a member of the Architectural Association of the UAE, and the engineers must get an enrolment or registration from the Society of Engineers (Kim and Yoon, 2011). All these Communities of Practice guides the operations of the professionals belonging to a particular community. On the other hand, these authorised bodies act on behalf of the entire group of professional to implement necessary rules and regulations in the market. Furthermore, the CoP act as a medium of sharing knowledge and learning that improves the skills and talents of every professional (Probst and Borzillo, 2008). The Labour Union act as a group of people who work on behalf of the contract labours to provide them with better work and work environment. The CoPs arrange meetings and conferences in which the issues met by the construction industry are discussed to provide the professionals with better strategy and solutions to the problems. Hence, it can be seen that the CoPs work on behalf of the professionals to provide them with proper assistance and knowledge sharing (Robichaud and Anantatmula, 2011). The CoPs also aims to provide the workers with learning opportunities by sharing their views and problems. On the other hand, the CoPs introduce necessary legislations that must be followed by the members to maintain uniformity in professional practices. Main Characteristics and functions The Communities of Practice that is present in the Al Sahel Contracting Co LLC presents various common characteristics and functions that are important to understand. It helps to evaluate the role of Communities of Practice in a construction company (Marcelino-Sdaba, Gonzlez-Jaen and Prez-Ezcurdia, 2015). Furthermore, the characteristics and functions help to understand how these communities work and their importance in improving the performance of the organisation. The characteristics and functions of Communities of Practice in Al Sahel Contracting Co LLC are discussed herein below: Characteristics The characteristics of CoPs in the Al Sahel Contracting Company are discussed herein below: Group of people: The Communities of Practice is made of group of people working in an organisation or in a particular industry. The group is created to maintain unity and uniformity in professional practices (Koh and Crawford, 2012). It is not a team or task force: The Communities of Practice are not a team or task force that is created to accomplish a particular task. CoPs are created to share knowledge and problems among the group members to increase their efficiency and practical skills. There must be a common practice: It is important to have some common practice among the community members (Koh and Crawford, 2012). For example, the Architectural Association of the UAE consist of all architects working in the UAE market. They have a common profession to be a member of the community. Exchange of Knowledge: Exchange of knowledge is the most important characteristic of a Community of Practice. Information is provided to the community members regarding the industry and new practices (Raymond and Bergeron, 2008). Discuss problems: The problems faced at work are discussed and experienced members share their views to provide solution to the problems (Koh and Crawford, 2012). The community members are asked to share their problems that are discussed in the seminars to develop the members skills and knowledge. Implement universal legislations: Universal rules and regulations are implemented by the Communities of Practices to maintain uniformity in the practices (Probst and Borzillo, 2008). Functions The functions of CoPs in the Al Sahel Contracting Company are discussed herein below: Share knowledge: Sharing knowledge is the most important function of CoPs. The members of the communities are asked to share their experiences and views regarding any problem arising in the industry. Furthermore, the members are taught about new technologies that can be used in the professions to which they belong to improve their performance (Raymond and Bergeron, 2008). Conduct meetings and conference: The CoPs conducts meeting on a regional or national platform to introduce the professionals to the industry leaders (Jaya and Frederika, 2015). Furthermore, the meetings and seminars are held to analyse common problems arising in the industry and get solution of the issues. Implement rules and regulations: Implementing common rules and regulations for the benefit of the community members is an important function of the CoPs (Jaya and Frederika, 2015). The Community of Practices regulates the operations of the members to maintain uniformity in the practices. Collective bargaining on behalf of the entire community: The authorised bodies act on the behalf of the entire community to collectively bargain with the employers and maintain a uniform wage rate throughout the country. Evaluation of Success and Issues of Community of Practice In the contemporary business scenario, Al Sahel Contracting Co LLC has identified the sustainable utilisation of Community of Practices effective for collaboration and knowledge sharing among the workforce (Talbot and Venkataraman, 2011). The identified communities of practices and organisational networks of the group have been instrumental in understanding the issues relevant to the organisational management reviewing the intricacy of the governance challenges, the efficiency of organisational decision-making, the ascendancy pattern and co-management procurements, and the existing social capital structure among the stakeholders to obtain mutual understanding (Blatt, 2008). Moreover, communities of practices have influenced the association of individuals seeking support and knowledge creating knowledge networks within the organisational structure. For instance, the team leaders of Al Sahel Contracting Co LLC have established clear distinctions for the rest of the subordinates to stre ngthen the knowledge sharing tactics for professional development of the new talents. Also, the social capital structure of the group has influenced the organisational human resources to exchange sufficient knowledge and information working together as a team (Mahalingam and Levitt, 2007). Meanwhile, the communities of practices have enforced networked governance, inter-organisational governance and purposeful individual collaborations so that the knowledge sharing efforts and combined actions of the team members can form learning network effective for every individual participant (Schuiling, Cathcart and Badescu, 2008). As Al Sahel Contracting Co LLC has identified the most sustainable CoPs regarding designs and functionality are concerned, significant advantages have been accomplished at the managerial level. The latest technologies have been effectively utilised within the CoPs to achieve interactive settings. For instance, telephonic conversations, video conferencing and the internet platform have been identified as the networking technologies to connect the operations of the members of CoPs (Aubry et al., 2011). The performance development of the subordinates has been one of the essential parts of the systematic process. Through the identification of the area of operations, the management of Al Sahel Contracting Co LLC has evaluated the most significant CoPs networks protecting the interests of the subordinates. As a result of such events, CoPs have served the organisation to be improved promoting knowledge sharing and performance assessment. On the other hand, the CoPs have contributed to creating the existence of bridges providing disciplined collaboration and diversity management (Lundin and Sderholm, 1995). In this way, the knowledge transfer can find broader standards within the organisational culture. By identifying the roles and responsibilities of the subordinates, Al Sahel Contracting Co LLC Group has improvised significant activities patterns through CoPs to meet the communitys orientation creating sustainable networks in the target market. Area of improvement in Community of Practice (CoP) Group in terms of sustainability Al Sahel Contracting Co LLC has unified engineers community, designers community, architects community and other distinct communities at the expertise level. Therefore, maintaining sufficient communities of practices have been the key to the organisational sustainability. In the existing business affairs, Al Sahel Contracting Co LLC is needed to take a look at their engineers communities of practices to provide significant corporate sustainability in the massive target market (Sacks, 2013). The commitments of the communities are massively important to the business success of a construction organisation. As the network of connections of the engineers has shared domain interest at the corporate structure, significant CoPs collective competence can increase the productivity of the firm in an automatic way (Aubry, Mller and Glckler, 2011). As one of the large-scale construction organisation of the target market, Al Sahel Contracting Co LLC needs to manage complex construction project man agements with a high level of difficulties. Hence, the activities of the architects must dictate terms for sustainable business growth. In terms of larger industry perspective such as construction industry, self-forming CoP has contributed in an efficient manner to the organisational success of Al Sahel Contracting Co LLC. The designing architects community of the corporation has formed a significant community of practice providing inventiveness at the operations management (Okafor C, 2014). Meanwhile, the designing architects community of Al Sahel Contracting Co LLC has held the key to success. The emerging community of practices has connected the members providing opportunities of knowledge sharing through meetings and seminars. Through the identification of contemporary issues in engineering project managements, the CoPs have explored the ramifications of latest ideas and innovative thinking of the members for instrumental decision-making. By understanding the goals and objectives of the firm, CoPs core group has maintained programmatic integrity to meet the objectives of the firm (Antonio et al., 2013). Also, Al Sahel Contracting Co LLCs management has enforced knowledge and skill development programmes among the subordinates of the designing group to fix any issues linked to the project management. Evidently, Al Sahel Contracting Co LLC corresponds to a cross-section of the identified CoP group so that the strategic functionality and business proposition of the cons truction firm will be highly benefitted (Tukiainen and Granqvist, 2016). The acceptance of the CoPs core group has provided the leverage to the members of the group to focus on their work on a positive note. The collective collaboration from the team members has influenced the performance standards of the participants to prove their worth securing corporate sustainability (Indelicato, 2014). Thus, Al Sahel Contracting Co LLC has been highly recommended to concentrate on the designing architects community for further propagation. Strategy for improving sustainability through community of practice Different strategies can be used to improve sustainability through community of practice. It can be seen that every community works on individual perspective to improve the performance of the members belonging to a particular community. Hence, there is a need to improve the strategies of the communities of practices to improve sustainability through community of practice. The recommended strategies with proper justification are presented herein below: Communication among the communities: There is a need of proper communication among different communities of practices to improve their performance. It will help to share the problems among all members of the organisation and help to improve their performance. Furthermore, it will lead to sustainable development of business (Abaza, 1996). Communication among the communities will lead to unity in the organisation that will help the management to implement a better workplace environment. Common goal for all communities: There must be a common goal set for the members of all communities that is sharing of knowledge and improving performance in a sustainable way (Mller et al., 2013). It will help the management to seek the common targets and missions of the company. Implement technology: There is a need to implement technology in the practices of the CoPs. The organisation can develop a common community for all employees of the organisation using the social media platform to interact with each other and share their problems and views (Mller et al., 2013). The social media platform will act as a medium of learning and sharing knowledge. Implement enhanced corporate social responsibility: There is a need to implement corporate social responsibility policies in the operations of the CoPs to improve sustainability in the organisation. It will improve the performance of the CoPs and help the organisation seek growth in a sustainable manner. Conclusion As identified in the above discussion, communities of practices have enforced collective learning process including organisational subordinates in a shared sphere of influence of human endeavour. Al Sahel Contracting Co LLC has identified their management issues and problems relevant to complex business challenges to implementing effective CoPs in the required space. Meanwhile, a clique of engineers and designers of the organisation has seemed to be managed using efficient knowledge sharing techniques. Through the identification of the same issue, the engineers belonged to the CoP must explore the latest techniques to evaluate the best management methodologies. In a nutshell, in modern project development scenario, communities of practices of Al Sahel Contracting Co LLC can share their concerns and issues on a given problem that is similar to each of the member. Understandably, the frequent conversations and knowledge sharing endeavour of the participants can identify the best soluti on available to the problem. Moreover, the CoPs have included three primary characteristics such as domain, community and practices within the organisational culture of Al Sahel Contracting Co LLC to manage any project management issues based on unified expertise. Conclusively, the identified communities of practices in the organisational culture of the construction firm have given the significant competitive edge to the business. References Abaza, H. (1996). Integration of sustainability objectives in structural adjustment programmes using strategic environmental assessment.Project Appraisal, 11(4), pp.217-228. Alsahelcon.com. (2016).Al Sahel Contracting Company LLC. [online] Available at: https://alsahelcon.com/about-us/introduction/ [Accessed Aug. 2016]. Antonio, R., Isabel, O., Gabriel, P. and Angel, U. (2013). A proposal for improving safety in construction projects by strengthening coordinators competencies in health and safety issues.Safety Science, 54, pp.92-103. Aubry, M., Mller, R. and Glckler, J. (2011). Exploring PMOs through community of practice theory.Proj Mgmt Jrnl, 42(5), pp.42-56. Aubry, M., Richer, M., Lavoie-Tremblay, M. and Cyr, G. (2011). Pluralism in PMO performance: The case of a PMO dedicated to a major organizational transformation.Proj Mgmt Jrnl, 42(6), pp.60-77. Blatt, R. (2008). Organizational Citizenship Behavior of Temporary Knowledge Employees.Organization Studies, 29(6), pp.849-866. Indelicato, G. (2014). A Compendium of PMO Case Studies: Reflecting Project Business Management Concepts.Project Management Journal, 45(2), pp.e4-e4. Jaya, N. and Frederika, A. (2015). An Identification of Construction Project Overheads for Sustainable Cost Management and Controlling Practices (CMCPs).AMM, 776, pp.121-126. Kim, J. and Yoon, O. (2011). The Effect of PMO Functions on IT Project Performance.The Journal of Information Systems, 20(3), pp.129-159. Koh, A. and Crawford, L. (2012). Portfolio Management: The Australian Experience.Proj Mgmt Jrnl, 43(6), pp.33-42. Lundin, R. and Sderholm, A. (1995). A theory of the temporary organization.Scandinavian Journal of Management, 11(4), pp.437-455. Mahalingam, A. and Levitt, R. (2007). Safety Issues on Global Projects.Journal of Construction Engineering and Management, 133(7), pp.506-516. Marcelino-Sdaba, S., Gonzlez-Jaen, L. and Prez-Ezcurdia, A. (2015). Using project management as a way to sustainability. From a comprehensive review to a framework definition.Journal of Cleaner Production, 99, pp.1-16. Mller, R., Glckler, J., Aubry, M. and Shao, J. (2013). Project Management Knowledge Flows in Networks of Project Managers and Project Management Offices: A Case Study in the Pharmaceutical Industry.Proj Mgmt Jrnl, 44(2), pp.4-19. Okafor C, W. (2014). Integration of Sustainability Principles into Construction Project Delivery.J Archit Eng Tech, 03(01). Probst, G. and Borzillo, S. (2008). Why communities of practice succeed and why they fail.European Management Journal, 26(5), pp.335-347. Raymond, L. and Bergeron, F. (2008). Project management information systems: An empirical study of their impact on project managers and project success.International Journal of Project Management, 26(2), pp.213-220. Robichaud, L. and Anantatmula, V. (2011). Greening Project Management Practices for Sustainable Construction.Journal of Management in Engineering, 27(1), pp.48-57. Sacks, R. (2013). Modern Construction: Lean Project Delivery and Integrated Practices.Construction Management and Economics, 31(4), pp.394-396. Schuiling, R., Cathcart, R. and Badescu, V. (2008). Aims, obstacles and potential stakeholders of macro-engineering projects.International Journal of Global Environmental Issues, 8(3), p.207. Talbot, J. and Venkataraman, R. (2011). Integration Of Sustainability Principles Into Project Baselines Using A Comprehensive Indicator Set.International Business Economics Research Journal (IBER), 10(9), p.29. Tukiainen, S. and Granqvist, N. (2016). Temporary Organizing and Institutional Change.Organization Studies.

Performance of Organization and Employee Retention

Question: Post No. 1The advantages of removal of personal details The decision not to screen and shortlist job candidates based on personal information collected through the application form minimizes any avenue for erroneous presumptions or perceptions. It aids HR managers focus on selection based mostly on the job criteria or person specifications such that only adequate candidates are shortlisted in the end. Such criteria can be based on the six-factor formula including skills and competencies, personality and physical features, experience, qualifications, and development potential (Pilbeam and Corbridge, 2010); these are relevant and measurable factors that can be used to further streamline applicants regardless of sex, race or national origin. Disadvantage of removing personal details Capturing a persons biodata such as age, sex, gender, marital status, disability, race or national origin provides applicants with an equal opportunity for and fairness in employment (Pilbeam and Corbridge, 2010). It improves the image of the organization to the candidates especially in terms of compliance with government regulations and laws as well as international labor and human rights bodies. Discriminations are prohibited and equality is practiced. For example, the Civil Acts law and the Chartered Institute of Personnel and Development (CIPD) code of conduct prohibit sex discrimination in payment of wages to jobs that require equal skill and effort of men and women working under the same conditions in the same establishment (Tiemo and Arubayi, 2012). It enables the effective and efficient handling of applicants after reports have been generated using such information from their biodata in order to enhance the recruitment and selection system monitoring (Pilbeam and Corbridge, 2010). Trends can be identified and areas for further investigation pointed out. For example the preference of the female sexes to apply for a call center position than for a place in welding is a common tre nd; type of disability can be investigated in order to streamline the shortlisting process. Such information also help facilitate the shortlisting process, structures the interview as well as provide an idea about recruitment costs with the aim of cost-effectiveness (Pilbeam and Corbridge, 2010).My standThe use of biodata and other personal details as part of information collection during screening and shortlisting dates back in time. The application form is the first contact between the organization and the applicant and errors resulting from the information filled in can further lead to disproportionate effects (Robertson and Smith, 2001). Most recently, there have been calls to eliminate irrelevant aspects in the application form that do not relate directly with ones ability to carry out the advertised job position (Pilbeam and Corbridge, 2010). Information such as gender, religion, ethnic group, sexuality, political opinion or marital status have been identified as barriers to t he provision of equal opportunity and are perceived as divisive and creating rooms for bias, favoritism or nepotism during screening and selection. This is a predominant issue during recruitment and selection in Nigeria especially in areas of gender equality women make up about 60 percent of the population but only few are offered senior managerial positions especially in the public sector (Tiemo and Arubayi, 2012). I therefore, proffer that HR managers pay close attention to the information filled in and that screening should be centered mostly on the job specifications and only personal details relating to the job position should be designed into the application form in order to recruit the best hands and eliminate areas that can give rise to bias.Post No.2Avoiding Employment Discrimination during Recruitment SelectionDiscrimination against race, gender, origin, tribe, color, etc. is not only illegal but also illogical, morally untenable and cannot work in the current globalized environment where the focus should be on attracting the best talent.Organizations with unbiased approach to diversity that focus on good candidates for the job based on merit are seen as reputable organizations to work for and are able to engage the commitment of the best talent needed to sustain their businesses.Many countries have come up with legislation or laws that protect people in employment from discrimination on the basis of gender, marriage, rage, religious and other beliefs, extra. Discrimination can either be direct and/or indirect as well as prejudice in terms of association or perception (Equality Act 2010). With direct discrimination, preferential treatment is accorded to a group of people on basis of protected characteristics that include race, sexual orientation, religion, age, gender, disability, extra. The disadvantaged group mainly includes women who work, racial, religious and ethnic minorities, people with physical or mental disabilities, young or old groups, extra.Indirect discrimination on the other hand occurs when there are conditions that make it hard for disadvantaged group to compete equally with others. A good example would be working long hours which would not favor married women with children.Prejudice comes when there are inflexible and irrational attitudes usually coming from family or friendship associations especially in situation where some groups feel that certain category of people are inferior.For discrimination to be removed, organizations need to take active measures where there is a process to identify discrimination barriers and remove them and with proper mechanism for monitoring and reporting incidents of discrimination.Case for removing personal information related to protected characteristics in the initial process of recruitmentOrganizations while recruiting should not only be seen to comply with discrimination laws but should always portray an image of mutual respect and trust that form a strong foundation for establishing a psychological contract with the people they are targeting (Pilbeam Corbridge, 2010).It should therefore be clear that candidates will be assessed on their ability and suitability and any message or indication to the contrary should be avoided as .Such information could be interpreted wrongly by government watch dogs to imply that the organization is not complying with relevant discrimination laws orThose involved in the evaluation and shortlisting process may get the opportunity to exercise personal prejudices, biases, perceptions and other unnecessary assumption that may disadvantage the vulnerable groups (Pilbeam Corbridge, 2010).The right talent may fear to respond to the advertisement thinking that there is employement discrimination in the organizationCase against removing personal information related to protected characteristics in the initial process of recruitmentThere are genuine circumstances that may support leaving personal information such as age, gend er, extra but this must be supported by a proper justification and or backed up by law. For instance:Such information can be maintained if it is captured for equal opportunities monitoring purposes and the objective is clear and the respondents will not be misled.Bona Fide Occupation Qualification Defense (BDOQ)-under different laws like Title VII of the Civil Right Act of 1964 in US, there are specific statutory circumstances or provisions one can use as a defense to discriminate against religion, sex, extra, but the justification for discrimination should be made very clear. Such justifications may include customer preference, intimate personal care like the case with patients where women prefer to be handled by fellow women and vise-versa.In US police for instance, one cannot join the force when he/she is above 50 years. A religious institution cannot recruit top managers from other regions.If there is justification for discrimination, personal information relating protected char acteristic can be maintained in the recruitment documents but in all other incidences, employment discrimination is against the laws and should be discouraged at all times.Post No. 3IntroductionOne of the most invaluable departments of an organization is the Human Resource Department and more so today than ever. This department is responsible for numerous functions of a business, especially those revolving around the staff and how they are linked to other resources and overall strategic plan. One of the key functions of this department is the selection and recruitment of employees. This is accomplished through hiring directly and/ or subcontracting some of the work or personnel. Whichever method is used, there is always a procedure to be followed and this normally includes examining the job specifications, publicizing, selecting and recruiting (Pilbeam and Corbridge, 2010:91, 159-178). During this process, candidates are asked to provide information about themselves that best explai ns to the potential employer why the candidate in question is best suited for the job. Some of this information is personal and the following discussion will highlight the writers opinion regarding this point. Pros for RetainingOnes personal background could be considered relevant in situations where the employer absolutely needs this information for planning purposes. For instance, where employee profiles are created and issues such as age, health are addressed in order to plan for retirement and insurance packages (Pilbeam and Corbridge, 2010:95). Alternatively, such information is also considered useful when an employer is looking for specific applicants, an example being female nannies within a particular age group, from a specific ethnic group simply because the potential clients requested for such specifications. Or better still if a survey is being conducted during the selection period such as the example discussed in the case study. Likewise, such information is useful in cases where the employer is creating personal files, should one be hired (pp.175-178, 192). Positives of RemovingDespite the above advantages, I strongly believe that if a business is to survive in such a competitive environment, candidate personal information is the least of its worries during selection and recruitment. Organizations should focus on details such as ones skills, qualifications, competencies, expertise, integrity, confidence, creativity and not necessarily how old one is or which race/ religion they belong to (Kumar, 2010). As long as one is well qualified and deserves the position being interviewed for, one should rightfully earn it. Most organizations give probation durations, if the new recruit is slacking and does not show any potential to perform, then he or she should be let go during or after this period. Secondly, this information should be eliminated so as to give equal opportunity to all applicants. In Munoz and Munozs report (1999), they cite situations where personal information clouded the recruiters judgment. Case in point is where some recruiters favored same gender applicants over the opposite gender. This is absolutely wrong because it negatively reflects on the organization and its employees integrity plus they probably missed out on other well qualified applicants, to which they will never know because not everyone was given a fair chance. The other reason why personal information should be left out in todays selection and recruitment process is the advancement in technology. Almost everything is currently operated through some form of technology. Businesses have had to cope with this burst of advancement or risk losing out. In the same sense, organizations should then consider their current position, the technology level they have or will need and recruit candidates that best serve the intended purpose based on such findings. The technology field is filled with all age groups, ethnicity, gender, religions. Organizations simply have to go for the best irrespective of ones personal status. What should matter the most in this case is the technology know-how and any additional desirable competencies (Pilbeam and Corbridge, 2010:97). Answers: Post 1 The decision, not to screen and shortlist job hopefuls concentrate around individual information assembled into the application structure and minimizes any road for mistaken presumptions or perceptions. It helps HR executives focus on the determination constructed for the most part as for the occupation criteria or individual decisions such that merely attractive hopefuls are shortlisted finally. Such criteria can be concentrated around the aptitudes and capacities, personality and physical contrivances, experience, abilities, and headway potential. I see that it improves the picture of the relationship between the candidates particularly in respect to pleasantness with government regulations and laws also worldwide work and human rights bodies. Post 2 Enrollment procedure is a fundamental process in the foundation where talented workforce gets gained for the profit of the firm. Separation in contracting is a bad habit that does not permit the best competitors to get utilized. It happens crosswise over race, ethnic, and sex and physical handicaps and is blocks in divisive and making spaces for slant, predisposition or nepotism in the midst of screening and determination. Affiliations while selecting should not simply be seen to consent to detachment laws yet should reliably portray a picture of regular appreciation and trust that structure a robust foundation for securing a mental contract with the people they are centering. Post 3 HR segment is in charge of various capacities of business, particularly those spinning around the staff and how they are connected to different assets and generally vital arrangement. Part of the office is the choice and enlistment of representatives. The focal points of holding are for individual arranging and valuable when a business is searching for particular candidates in the association. Organizations ought to understand the consistent changing environment and dependable intend to be in a position to adjust quickly to being adaptable. They must have a strategy set the best way of gathering this data since few candidates may discover being requested such data as interfering and redundant to the employment. References Leghari, J. M., Suleman, U., Leghari, I. B., Aslam, S. (2014). Role of HRM Practices in Performance of Organization and Employee Retention. European Journal of Business and Management, 6(31), 219-223. Schmitt, N. (2014, July). How staffing functions communicate to Organization members and the public. In Meeting the Challenges of Human Resource Management: A Communications Perspective: A Communication Perspective (p. 88). Routledge. Woods, S., Zibarras, L., Hinton, D. (2014). Recruitment and selection.