Happiness at work: a multi-criteria decision-making approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rinki Dahiya ◽  
Juhi Raghuvanshi
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Transformational Leadership ◽  
Design Methodology ◽  
Causal Relation ◽  
Multi Criteria Decision Making ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Causal Framework

Purpose Researchers have strived to identify the factors enhancing happiness at work (HAW), and the causal relations among the enablers of happiness remained underexplored. Therefore, this study aims to map and prioritize the causal relation structures of enablers of HAW. Design/methodology/approach Data were collected from key representatives of information technology (IT) firms located in India. A framework based on the cause and effect relationship among enablers of HAW is proposed, and to establish this causality, the decision-making trial and evaluation laboratory (DEMATEL) technique was applied. Findings The findings indicate five out of 12 enablers as causal, namely, transformational leadership, authentizotic work climate, person–organization work fit, organizational virtuousness and meaningfulness in work. Originality/value Human resource managers, organizational policymakers and scholars will gain greater understanding through this causal framework of enablers of HAW. Knowledge and facilitation of these enablers will aid in nurturing a happy workplace.

How diversity (that is included) can fuel innovation and engagement – and how sameness can be lethal

2018 ◽  
Vol 17 (3) ◽  
pp. 119-125 ◽  
Author(s):  
Stephen Frost
Keyword(s):  
Decision Making ◽  
Design Methodology ◽  
Armed Forces ◽  
Human Resource Managers ◽  
Inclusive Leadership ◽  
Ample Evidence ◽  
Content Type ◽  
Resource Managers ◽  
The Us ◽  
Or Team

Purpose Conventional wisdom says that diverse organisations perform better. However, this is not always the case. Diverse teams that are not inclusive are unable to leverage their diversity, and thus will not reap its benefits. The purpose of this paper is to show that organisations that exhibit inclusive behaviour and inclusive leadership can leverage diversity to reap its multiple positive benefits. Design/methodology/approach This paper draws on various examples from different sectors, including Kodak, the US Armed Forces and NASA, to analyse the effects of sameness on teams. It also draws on the author’s own experience and the most recent peer-reviewed research to look at the effects of inclusive management, not just diversity. Findings This paper shows that there is ample evidence that diverse teams often perform better, and that they only perform better when led inclusively. The combination of diverse teams and inclusive management can lead to increased innovation and productivity and better decision-making. Originality/value This important reframing of the value of inclusion and not just diversity is insightful for the CEO and C-suite leaders, as well as essential for human resource managers or anyone who makes decisions about hiring, promotions or team composition.

Managing employees with chronic illness

2018 ◽  
Vol 26 (1) ◽  
pp. 7-10 ◽  
Author(s):  
Maninder Singh ◽  
P.S. James ◽  
Shirshendu Ganguli
Keyword(s):  
Chronic Illness ◽  
Human Resource ◽  
Design Methodology ◽  
Empirical Studies ◽  
Chronically Ill ◽  
Human Resource Managers ◽  
Future Directions ◽  
Content Type ◽  
Resource Managers ◽  
Practical Implications

Purpose The purpose of this paper is to identify future directions for human resource managers to provide work accommodations to chronically ill employees. Design/methodology/approach The authors researched empirical studies in management, occupational health journals, and reports on chronically ill employees. Findings The paper provides research-based practical insights for human resource practitioners to deal with the growing number of chronically ill employees. Practical implications The paper highlights solutions for human resource managers to create an inclusive workplace for employees with chronic illness. Originality/value The authors identified effective human resource and health practices for chronically ill employees, which would help to increase their productivity.

scholarly journals Applying the Multi-Criteria Decision-Making Approach for Lawyer Selection from Law Firms’ Perspective in China

Mathematics ◽  
2020 ◽  
Vol 8 (8) ◽  
pp. 1370
Author(s):  
Chin-Tsai Lin ◽  
Ching-Chiang Yeh ◽  
Fan Ye
Keyword(s):  
Decision Making ◽  
Evaluation Model ◽  
Hybrid Approach ◽  
Law Firms ◽  
Multi Criteria Decision Making ◽  
Human Resource Managers ◽  
Law Firm ◽  
Analytic Hierarchy ◽  
Resource Managers ◽  
Hierarchy Process

This study proposes a novel evaluation model for lawyer selection incorporating the lawyer’s backbone leadership attitude employing the hybrid multi-criteria decision-making (MCDM) approach. In the proposed approach, the lawyer’s backbone leadership attitude is employed as an evaluation factor in the evaluation model for lawyer selection from law firms’ perspective. In this paper, a hybrid approach based on the Delphi technique and analytic hierarchy process (AHP) is proposed to manage qualitative and quantitative criteria for selecting the best alternative lawyer for law firms in China. Finally, a law firm in China is carried out to verify the feasibility of the proposed approach. Based on the result, the backbone leadership does provide valuable information in the evaluation model for lawyer selection. The results also revealed that the proposed approach would help law firms and human resource managers to understand and develop strategies to hire a lawyer.

Organizational culture: does it influence the way a company deals with CSR?

2019 ◽  
Vol 33 (2) ◽  
pp. 1-3
Author(s):  
Sandra Castro-González ◽  
Belén Bande
Keyword(s):  
Design Methodology ◽  
Added Value ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
New Perspective ◽  
Corporate Social ◽  
The Impact ◽  
A Company ◽  
Do So

PurposeThis paper aims to show how managers model culture for employees to promote corporate social responsibility (CSR) practices.Design/methodology/approachThe proposal begins by highlighting the importance of culture for CSR implementation and then explains the impact of culture on employees.FindingsCurrently, many companies carry out activities under the CSR umbrella, but they may do so without considering whether their company’s context is ideal for such initiatives. They may also not consider the types of employees composing the workforce or their disposition toward CSR. In these circumstances, organizations may miss out on the added value of CSR practices.Originality/valueThe important influence of CSR practices on employees’ attitudes and behaviors at work requires organizations to implement these types of actions. Therefore, the contextual factors that are most likely to aid in developing and maintaining these practices must be acknowledged. This paper seeks to offer a new perspective to managers and human resource managers regarding the implementation of CSR activities.

Analysis of readiness factors for Industry 4.0 implementation in SMEs using COPRAS

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
R.M. Sriram ◽  
S. Vinodh
Keyword(s):  
Decision Making ◽  
Industry 4.0 ◽  
Design Methodology ◽  
Multi Criteria Decision Making ◽  
Practical Relevance ◽  
Content Type ◽  
Original Contribution ◽  
Manufacturing Competitiveness ◽  
Practical Implications

PurposeThe purpose of this paper is to analyse the readiness factors for Industry 4.0 deployment in small and medium-sized enterprises (SMEs) using complex proportionality assessment (COPRAS) methodology.Design/methodology/approachIndustry 4.0 is vital for ensuring manufacturing competitiveness of SMEs. In order to facilitate Industry 4.0 adoption in SMEs, readiness factors need to be analysed. In this viewpoint, this article presents the analysis of readiness factors using multi-criteria decision-making (MCDM) tool COPRAS.FindingsThe priority of ranking of 15 readiness factors is obtained. The prioritized readiness factors would enable the smooth adoption of Industry 4.0 in SMEs.Practical implicationsThe study has been done based on inputs from industry practitioners and hence the results have practical relevance.Originality/valueThe analysis of readiness factors for Industry 4.0 in SMEs using COPRAS is the original contribution of authors.

How effective are disability sensitization workshops?

2018 ◽  
Vol 40 (1) ◽  
pp. 58-74 ◽  
Author(s):  
Mukta Kulkarni ◽  
K.V. Gopakumar ◽  
Shivani Patel
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Prior Experience ◽  
Behavioral Changes ◽  
Organizational Level ◽  
Human Resource Managers ◽  
Negative Attitudes ◽  
Content Type ◽  
Group Boundaries ◽  
Resource Managers

Purpose Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased knowledge about disability-related issues and behavioral changes with respect to those with a disability. The purpose of this paper is to examine the effectiveness and boundaries of disability-specific sensitization training in organizations. Design/methodology/approach This is an interview-based study where 33 employees from five industries across India were interviewed over the span of a year. Findings The findings suggest that sensitization workshops are successful with regard to awareness generation. Paradoxically, the same awareness also reinforced group boundaries through “othering.” Further, workshops resonated more so with individuals who already had some prior experience with disability, implying that voluntary sensitization is likely attracting those who have the least need of such sensitization. The findings also suggest that non-mandated interventions may not necessarily influence organizational level outcomes, especially if workshops are conducted in isolation from a broader organizational culture of inclusion. Originality/value The present study helps outline effects of sensitization training initiatives and enhances our understanding about how negative attitudes toward persons with a disability can be overcome. The study also indicates how such training initiatives may inadvertently lead to “othering.” Finally, this study offers suggestions to human resource managers for designing impactful disability sensitization workshops.

Implementing IT governance: a primer for informaticians

2017 ◽  
Vol 33 (4) ◽  
pp. 282-287 ◽  
Author(s):  
H. Frank Cervone
Keyword(s):  
Decision Making ◽  
Information Technology ◽  
Design Methodology ◽  
Best Practice ◽  
It Governance ◽  
Governance Structure ◽  
Data Governance ◽  
Content Type ◽  
General Review

PurposeThe purpose of this article is to explore the relevance of information technology (IT) governance to informaticians. In most organizations, informatics is part of the IT function. Therefore, an understanding of IT governance is of benefit to informaticians in their day-to-day work. In addition, while IT governance is not data governance, informaticians often are responsible for data governance efforts. Understanding the larger picture of IT governance can be useful to informaticians, as it provides a solid context and many models that can be used or adapted for data governance efforts. Design/methodology/approachThis paper is a general review of IT governance based on industry best practice and the author’s experience. FindingsIT governance is critical to success in IT as it helps ensure all stakeholders have a voice and appropriate decision-making rights in guiding the IT efforts across the organization. Implementing and maintaining an IT governance structure requires commitment from the organization at all levels and requires time and resources for management and implementation. Originality/valueThis paper provides an overview and introduction to IT governance concepts specifically for the informatics professional.

scholarly journals Prioritizing motivators influencing intentions to visit spiritual destinations in India: an application of analytical hierarchical process (AHP) approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aashish Garg ◽  
Pankaj Misra ◽  
Sanjay Gupta ◽  
Pooja Goel ◽  
Mohd Saleem
Keyword(s):  
Decision Making ◽  
Design Methodology ◽  
Research Study ◽  
Tourism Industry ◽  
Multi Criteria Decision Making ◽  
Analytical Hierarchical Process ◽  
Content Type ◽  
Growth Area ◽  
Spiritual Tourism ◽  
Practical Implications

PurposeSpiritual tourism is becoming a significant growth area of the Indian travel market, with more Indians opting to go on pilgrimage to popular religious cities. There are many spiritual destinations where some of this life's essences can be sought to enjoy harmony and peace. The study aims to prioritize motivators driving the intentions of the tourists to visit the spiritual destination.Design/methodology/approachThe current study applied the analytical hierarchical process, a multi-criteria decision-making technique, on the sample of visitors from all the six spiritual destinations to rank the motivational factors that drive the intentions of the tourist to visit a spiritual destination.FindingsThe study's results postulated that spiritual fulfillment motives and destination atmosphere are the top prioritized motivations, while destination attributes and secular motives emerged as the least prioritized.Practical implicationsThe research study provides valuable insights to the spiritual tourism industry stakeholders to target the tourists' highly prioritized motivations to augment the visits to a particular spiritual destination.Originality/valuePrevious research has explored the motivations and modeled their relationships with tourists' satisfaction and intentions. But, the present study has applied a multi-criteria decision-making technique to add value to the existing knowledge base.

Measuring engagement

2019 ◽  
Vol 27 (2) ◽  
pp. 1-3
Keyword(s):  
Decision Making ◽  
Employee Engagement ◽  
Design Methodology ◽  
Reading Time ◽  
Decision Makers ◽  
Multi Criteria Decision Making ◽  
Content Type ◽  
Single Scale ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This paper looks at different scales of measuring employee engagement. There is no previously agreed-upon single scale of measurement. This study uses the multi-criteria decision-making method to evaluate different choices and criteria, taking into account decision-makers’ judgments and preferences, to indicate which single scale would be the best to use for measuring employee engagement. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Transformational leadership and branding behavior in Taiwanese hotels

2012 ◽  
Vol 24 (1) ◽  
pp. 26-43 ◽  
Author(s):  
Jin‐Feng Uen ◽  
Ting Wu ◽  
Huei‐Chun Teng ◽  
Yu‐Shuan Liu
Keyword(s):  
Transformational Leadership ◽  
Hotel Industry ◽  
Customer Relationships ◽  
Transformational Leaders ◽  
Company Performance ◽  
Human Resource Managers ◽  
Customer Contact ◽  
Content Type ◽  
Resource Managers

PurposeThe purpose of this paper is to investigate the messages delivered by transformational leaders to front‐line employees to build an organizational brand climate and encourage employees' branding behaviors, to attain better company performance within the Taiwanese hotel industry.Design/methodology/approachSurvey data were obtained from 34 human resource managers and 326 customer contact employees working in Taiwanese hotels.FindingsTransformational leadership was found to have both direct and indirect positive influences on the development of organizational brand climate and employees' branding behavior.Practical implicationsResults suggest that transformational leaders may facilitate employees' branding behaviors by developing an organizational brand climate to distinguish the organization from its competitors and develop long‐term customer relationships.Originality/valueThis study advances the knowledge of antecedents and outcomes of the organizational brand climate by applying a multilevel approach to reflect the hierarchical nature of brand distinctiveness within the Taiwanese hotel industry.

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