Holistic approach to human resources and organizational acceleration

2016 ◽  
Vol 29 (2) ◽  
pp. 293-309 ◽  
Author(s):  
Anna Pluta ◽  
Aleksandra Rudawska
Keyword(s):  
Human Resources ◽  
Occupational Stress ◽  
Success Factors ◽  
Time Pressure ◽  
Holistic Approach ◽  
Negative Consequences ◽  
Holistic View ◽  
Content Type ◽  
Hr Practices ◽  
The Individual

Purpose – The purpose of this paper is to propose holistic approach to human resources in the situation of organizational acceleration. Authors are postulating that the holistic approach to HR helps in maintaining sustainable individual resources of employees in the situation of continuous organizational changes and time pressure that further can prevent from the individual resources exhaustion. Design/methodology/approach – This conceptual paper builds on the problem of occupational stress that is connected with organizational acceleration. Authors define stress as the individually perceived inability to match expectations caused by the deficiency of individual resources. They conceptualize the individual resources of employees basing on the concepts of human capital and the individual energy at work and propose a framework of individual resources of employees that enables holistic view of an individual in an organization. Findings – In the situation of organizational acceleration HRM function plays important role in sustaining individual resources of employees in order to minimize threat of occupational stress and further burnout. HR practices should apply multidimensionality of individual resources and threat it holistically aiming at sustaining all four potentials – spiritual, intellectual, emotional and physical. Research limitations/implications – Authors indicate that managers need to understand how to deal with the acceleration in order to overcome the negative consequences for individuals. There is still need for identifying HR practices that are the key success factors in the situation of organizational acceleration. Originality/value – Authors take up the current problem of organizational acceleration from the individual perspective. They propose a concept of individual resources of employees and connected to it holistic approach to HR in the times of great time pressure, work overload, occupational stress and burnout threat.

The Most Important Therapy Outcomes for School-Aged Children Who Stutter: An Exploratory Study

2018 ◽  
Vol 27 (3S) ◽  
pp. 1152-1163 ◽  
Author(s):  
Katie Cooke ◽  
Sharon K. Millard
Keyword(s):  
Holistic Approach ◽  
Young Person ◽  
Successful Therapy ◽  
Therapy Outcomes ◽  
Language Therapy ◽  
Holistic View ◽  
School Aged Children ◽  
Delphi Approach ◽  
The Individual ◽  
Integrated Or

Purpose The aim of this article was to identify what school-aged children who stutter consider to be the most important outcomes from therapy. Method A Delphi approach was employed for the study. Eighteen participants aged 9–13 years completed a survey, generating 90 statements that would constitute successful therapy outcomes. After categorization and reduction, 79 statements were sent to participants in a second survey to seek consensus on their importance. Fifteen participants aged 8–14 years completed this second survey. Statements with the highest median ratings and smallest standard deviations were retained. Results Twenty-one statements were retained after analysis. These reflected hopes for affective and behavioral change in the young person and in other people after therapy. Important outcomes included, but are not limited to, increased fluency, greater independence, increased confidence at school, others knowing how to support the individual, and communication situations feeling easier. Conclusions Participants identified a range of outcomes that were important to achieve as a result of speech and language therapy. The findings suggest a need for a more holistic view of what is meant by successful therapy, incorporating improvements in the ability to communicate and participate in daily situations. The findings suggest that an integrated or holistic approach to intervention would be required to achieve these goals and should include significant others from the child's environment. The important statements identified in this study could be used to inform the content of therapy and to evaluate change over time. Supplemental Material https://doi.org/10.23641/asha.7144205

Reconciling internal and external satisfaction through probabilistic graphical models

2017 ◽  
Vol 9 (3/4) ◽  
pp. 347-370 ◽  
Author(s):  
Flaminia Musella ◽  
Roberta Guglielmetti Mugion ◽  
Hendry Raharjo ◽  
Laura Di Pietro
Keyword(s):  
Customer Satisfaction ◽  
Bayesian Networks ◽  
Graphical Models ◽  
Object Oriented ◽  
Holistic Approach ◽  
Probabilistic Graphical Models ◽  
Model Parameters ◽  
Holistic View ◽  
Content Type ◽  
External Customer

Purpose This paper aims to holistically reconcile internal and external customer satisfaction using probabilistic graphical models. The models are useful not only in the identification of the most sensitive factors for the creation of both internal and external customer satisfaction but also in the generation of improvement scenarios in a probabilistic way. Design/methodology/approach Standard Bayesian networks and object-oriented Bayesian networks are used to build probabilistic graphical models for internal and external customers. For each ward, the model is used to evaluate satisfaction drivers by category, and scenarios for the improvement of overall satisfaction variables are developed. A global model that is based on an object-oriented network is modularly built to provide a holistic view of internal and external satisfaction. The linkage is created by building a global index of internal and external satisfaction based on a linear combination. The model parameters are derived from survey data from an Italian hospital. Findings The results that were achieved with the Bayesian networks are consistent with the results of previous research, and they were obtained by using a partial least squares path modelling tool. The variable ‘Experience’ is the most relevant internal factor for the improvement of overall patient satisfaction. To improve overall employee satisfaction, the variable ‘Product/service results’ is the most important. Finally, for a given target of overall internal and external satisfaction, external satisfaction is more sensitive to improvement than internal satisfaction. Originality/value The novelty of the paper lies in the efforts to link internal and external satisfaction based on a probabilistic expert system that can generate improvement scenarios. From an academic viewpoint, this study moves the service profit chain theory (Heskett et al., 1994) forward by delivering operational guidelines for jointly managing the factors that affect internal and external customer satisfaction in service organizations using a holistic approach.

A qualitative exploration of young people and prison officers’ experiences of empathy within a young offenders’ institution

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Emily Anne Tarrant ◽  
Alison Torn
Keyword(s):  
Young People ◽  
Subjective Experience ◽  
Holistic Approach ◽  
Structured Interviews ◽  
Institutional Investment ◽  
Content Type ◽  
The Individual ◽  
Relationship Factors ◽  
The Impact ◽  
The Relationship

Purpose This study aims to explore the ways in which young people and prison staff (Prison Officers) within a youth custodial establishment experience empathy. Previous research tends to view empathy as a stable trait and one which people can develop through individual-centred therapy. There has been little consideration of the impact of relationship factors and context in relation to empathy experience and expression. The current study aims to address this by exploring the role of the custodial context in shaping empathy, including the potential impact of relationships, environmental factors and culture. Design/methodology/approach A qualitative approach was used to enable breadth and depth in the exploration of this area. Individual, semi-structured interviews were carried out with a purposive sample of three young people and three Prison Officers. Data was analysed using inductive thematic analysis informed by the guidelines of Braun and Clarke (2006) and King and Horrocks (2010). Findings Constructed themes included “constructions of empathy”, “recipe for empathy”, “institutional investment”, “the value of empathy” and “doing empathy”. Together, they provide detailed insight into the interplay of personal and wider contextual factors influencing the experience of empathy in a custodial setting. The findings suggest that the way in which young people and staff experience empathy in the custodial environment is unique. The findings suggest that empathy takes place within the context of relationships and is influenced by the nature of those relationships, along with the wider social context within which it occurs. Practical implications The findings of the current study support a move away from understanding empathy as an individual personality trait and instead viewing it as a dynamic experience that is changeable based upon the relationship and the context within which it occurs. The findings suggest that interventions aiming to develop empathy should look beyond the level of the individual and the relationship and focus upon developing environments that are supportive of empathy. Originality/value This study provides unique insights into the subjective experience of empathy in a custodial setting, presenting as one of the first to take a more holistic approach to understand this phenomenon.

Text mining for human resources competencies: Taiwan example

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chih-Hung Chung ◽  
Lu-Jia Chen
Keyword(s):  
Text Mining ◽  
Human Resources ◽  
Success Factors ◽  
Course Design ◽  
Data Sets ◽  
Job Market ◽  
Content Type ◽  
Entry Level ◽  
Critical Success ◽  
Job Advertisements

Purpose The purpose of this study is to explore the capabilities required by entry-level human resources (HR) professionals based on job advertisements by using text mining (TM) technique. Design/methodology/approach This study used TM techniques to explore the capabilities required by entry-level HR professionals based on job advertisements on HR agency 104’s website in Taiwan. Python was used to crawl the advertisements on the website, and 841 posts were collected. Next, the author used TM to explore and understand hidden trends and patterns in numerous data sets. Findings The results of this study revealed four critical success factors (specific skills, educational level, experience and specific capabilities), five clusters and ten classifications. Practical implications The results can aid HR curriculum developers and educators in customizing and improving HR education curricula, such that HR students can develop capabilities required to secure employment in the current HR job market. Originality/value Our results may facilitate the understanding of the current trends in the HR job market and provide useful suggestions to HR curriculum developers for improving training and professional course design, such that students’ competitiveness is enhanced and professional capabilities improved.

Personality and boredom at work: the mediating role of job crafting

2019 ◽  
Vol 24 (4) ◽  
pp. 315-330
Author(s):  
Bogdan Oprea ◽  
Dragos Iliescu ◽  
Vlad Burtăverde ◽  
Miruna Dumitrache
Keyword(s):  
Job Crafting ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Individual ◽  
The Relationship

Purpose Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues. Design/methodology/approach A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2). Findings The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors. Research limitations/implications The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences. Practical implications Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions. Originality/value Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.

Human resource managers as liaisons between firms and labour

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael O’Donnell ◽  
Sue Williamson ◽  
Arosha Adikaram ◽  
Meraiah Foley
Keyword(s):  
Human Resource ◽  
Regulatory Compliance ◽  
Negative Consequences ◽  
Incentive Payment ◽  
Data Set ◽  
Content Type ◽  
Hr Practices ◽  
Garment Factories ◽  
Hr Managers

Purpose The purpose of this paper is to explore how human resource (HR) managers in garment factories in a Sri Lankan export processing zone (EPZ) navigated the tension between their role as stewards of employee welfare and their role to maximise firm productivity in response to time and production pressures imposed by international buyers. Relatively little attention has been paid to the role of HR managers as liaisons between firms and labour. This omission is significant, given the importance of human resource management in the recruitment and retention of labour and the role of HR managers in organisational performance and regulatory compliance. Design/methodology/approach A qualitative approach was used based on interviews with 18 HR managers, factory managers and other key informants, and 63 factory workers from 12 firms in the Katunayake EPZ. The interviews and focus groups in English were transcribed and coded into themes arising from the literature and further developed from the transcripts. Initial codes were analysed to identify common themes across the data set. Findings HR managers were acutely aware of the competitive pressures facing the EPZ garment factories. While examples of company welfarism were evident, HR practices such as incentive payment systems and the management of employee absences reinforced a workplace environment of long hours, work intensification and occupational injury. Originality/value This paper goes some way towards filling the gap in our understanding of the roles played by HR managers in garment factories in the Global South, raising theoretical debates regarding the potential for HR managers in developing countries to distance themselves from the negative consequences of HR practices such as individual and team reward systems.

Narcissistic business leaders as heralds of the self-proclaimed excellence

2018 ◽  
Vol 10 (1) ◽  
pp. 49-60 ◽  
Author(s):  
Loukas N. Anninos
Keyword(s):  
Organizational Context ◽  
Behavioral Outcomes ◽  
The Self ◽  
Negative Consequences ◽  
Quality Performance ◽  
Content Type ◽  
Organizational Variables ◽  
Performance Variables ◽  
Organizational Excellence ◽  
The Individual

Purpose The paper aims to investigate the relation of narcissism to leadership in business contexts and presents its impact on specific organizational variables, which are crucial for the pursuit of excellence. Narcissism constitutes a personality trait which is considered responsible for both positive and negative behavioral outcomes that impact decisions and actions. Design/methodology/approach The approach, by which this paper is structured, is theoretical and has been based on a literature review regarding narcissism (and more specifically, narcissistic leadership) in business contexts. Findings Narcissism can have positive (mainly in the short term) and/or deleterious effects both for the individual and the organization. The self-proclaimed excellence of narcissists results from a combination of their beliefs about their extreme intelligence, abilities and leadership and their high motives for reassuring their supremacy. However, the behavior of narcissistic leaders impacts various organizational parameters which are preconditions for organizational excellence. Research limitations/implications The study at hand can be used as an input for further research on the effects of narcissism on quality performance variables. Practical implications The behavior of narcissists (and its positive and/or negative consequences) should be evaluated in relation to any specific organizational context and circumstances. Originality/value The study examines narcissistic leadership and attempts to examine its implications for factors that are crucial for the achievement of organizational excellence.

Sustainable HRM: toward addressing diverse employee roles

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nataliya Podgorodnichenko ◽  
Adeel Akmal ◽  
Fiona Edgar ◽  
Andrè M. Everett
Keyword(s):  
Human Resource ◽  
Holistic Approach ◽  
Study Data ◽  
Structured Interviews ◽  
Policy And Practice ◽  
Content Type ◽  
Hr Practices ◽  
Using Data ◽  
Hr Managers ◽  
Levels Of Integration

PurposeThe purpose of this empirical study is to develop an understanding of how human resource (HR) managers employed by organizations with an explicit sustainability agenda view employees as stakeholders, and to explore how such views are operationalized in HR policies and practices.Design/methodology/approachAn interpretive approach using data from 35 semi-structured interviews was adopted for this study. Data were transcribed and analyzed using the Gioia methodology.FindingsComparison of approaches to sustainable human resource management (HRM) revealed three distinctive conceptualizations of employees with respect to the sustainability agenda – employees as a driving force for sustainability, employees as consumers of HR practices and employees as members of a community. Strong levels of integration between the HRM and sustainability agendas were only evidenced in those organizations where an attempt had been made to address all three roles simultaneously. Findings suggest that engagement with a sustainability agenda widens the remit of the HRM function, underscoring the importance of employees' roles as consumers of HR practices and as members of wider communities.Practical implicationsBy addressing the integration of HRM with a sustainability agenda, this article helps practitioners recognize diversity among employees' roles and the varying associated needs. Examples of policy and practice initiatives that effectively address these needs are provided.Originality/valueHRM has been widely criticized for overemphasizing shareholder value, thereby lacking in attention to the needs of other stakeholders, including employees. Findings from this study suggest the holistic approach advocated by a sustainability agenda can effectively quell these concerns.

Managerial training and development in telecommunication organizations in Palestine

2015 ◽  
Vol 34 (6) ◽  
pp. 685-703 ◽  
Author(s):  
Anton Robert Sabella ◽  
Farhad Analoui
Keyword(s):  
Current System ◽  
Holistic Approach ◽  
Management Development ◽  
Management Training ◽  
Training And Development ◽  
Structured Interviews ◽  
Content Type ◽  
Training Development ◽  
The Individual ◽  
Practical Implications

Purpose – The purpose of this paper is to explore the nature and extent of management development and training in Palestinian telecommunication organizations using a basic trichotomous (three-stage) model: needs assessment, training development, and evaluation. Design/methodology/approach – A survey questionnaires supported by semi-structured interviews was conducted to capture and corroborate the issues raised by middle and senior managers. Subsequently, the valid data were analysed using Statistical Package for the Social Sciences and was tabulated for the purpose of interpretation and comparison with the findings available from literature. Findings – Despite the systematic approach to training and development, the findings revealed inadequacy deriving from heavy emphasis on conventional methods throughout the three stages particularly the formal in-house training; the current system does not offer a holistic approach to meet the challenging needs for management development. Research limitations/implications – The study adopts an exploratory in depth empirical investigation in Palestinian telecommunication organizations, it provides insight into management training and development in the private sector in Palestine. It has profound theoretical and practical implications for the increased effectiveness of management in the region and beyond. Practical implications – The use of trichotomous approach explores the entire process, rather than implementation alone, thus the findings will have practical implications for the researcher and practitioners to design, implement, and systematically appraise the effectiveness of training development initiatives. Originality/value – This paper offers both professionals and academics a fresh perspective on training and development in Palestinian telecommunication organizations; it highlights the importance of such activity, and stresses on the need for the design of programmes that can adequately incorporate the individual and corporate needs for development.

From place branding to placemaking: the role of events

2017 ◽  
Vol 8 (1) ◽  
pp. 8-23 ◽  
Author(s):  
Greg Richards
Keyword(s):  
Social Cohesion ◽  
Success Factors ◽  
Network Effects ◽  
Ad Hoc ◽  
Single Case ◽  
Place Branding ◽  
Holistic Approach ◽  
Content Type ◽  
Wide Range ◽  
The City

Purpose The purpose of this paper is to examine developments in the use of events by places from a predominantly place branding role based on image and economic impacts towards a broader placemaking approach aimed at holistic improvements in place quality. Design/methodology/approach The research is based on a single case study approach, with the Dutch city of ‘s-Hertogenbosch (Den Bosch) as the focus. Data sources include resident surveys, depth interviews and analysis of policy documents. Findings The Den Bosch case illustrates the emergence of a more holistic approach to the use of events as a placemaking tool. The city shifted from an ad hoc events policy to the development of a multi-annual programme designed to produce economic, image, social cultural and network effects. This approach seems to have been successful in stimulating visitation, increasing visitor spend and raising the international profile of the city. At the same time, the city has developed many activities designed to mobilise local stakeholder groups and increase social cohesion, which provide essential support for the necessary investment. Research limitations/implications There are indications that sustaining such a programme over the longer term is difficult in the face of political and economic change. Adoption of a holistic approach also requires the mobilisation of a wide range of stakeholders. Practical implications Critical success factors for placemaking are identified. Social implications The Den Bosch programme helped to increase social cohesion in the city by involving residents and local cultural groups in different projects. However, this required a differentiated approach based on the needs of each group. Originality/value This study presents a placemaking model that can help to identify the different elements required in a successful placemaking programme. This is developed from a practice approach, which has the value of paying attention to how event programmes can be initiated and sustained by a group of actors.

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