scholarly journals Perks of Working Entirely with Keyboard

2021 ◽  
pp. 47-56
Author(s):  
Dr. Madhur Jain ◽  
Rishabh Chauhan ◽  
Ayushi Bansal
Keyword(s):  
Corporate World ◽  
Average User

Working in today’s corporate world requires users to switch between keyboard and mouse constantly. According to a survey conducted, an average user switches between keyboard and mouse 90 times in an hour. These frequent switches cause several discomforts to the user and the user’s efficiency takes a major fall. Use of touchpad in place of mouse is one another major setback. It has been noticed that a user switching from mouse/touchpad to keyboard and vice versa consumes time in completing a task as compared to a user depending entirely on keyboard.

Awareness on Corporate Social Responsibilty among the Consumers of Aluva Taluk

2018 ◽  
Vol 7 (5) ◽  
pp. 33
Author(s):  
Neeraja Unni ◽  
M Malarkodi
Keyword(s):  
Sampling Technique ◽  
Decision Making Process ◽  
Corporate World ◽  
Strategic Plans ◽  
Medium Level ◽  
Convenience Sampling ◽  
Level Of Understanding ◽  
Corporate Social ◽  
Social Responsibilty ◽  
Mandatory Provision

In today’s corporate world, the concept of Corporate Social Responsibility has been integrated into their strategic plans and policies. It has been incorporated into the decision making process taken in view of the competitive advantage that could be achieved through social initiatives. As consumers were the most sensitive group among the stakeholders to such initiatives, this paper tries to explore the awareness of consumers of companies towards CSR practices in AluvaTaluk. The paper also tries to examine whether CSR initiatives have any association with the consumers demographic profile. A total of 160 respondents were chosen from AluvaTaluk using convenience sampling technique. The data was collected through self-administered questionnaires and were analysed using SPSS 16.0 software. The study revealed that majority of the consumers of Aluva were aware of CSR but was unaware of the fact that it was a mandatory provision for the firms under the Companies Act, 2013. The consumers who were aware had only a medium level of understanding on the concept of CSR. Age, education and income of the consumers were found to have a significant association with their awareness on CSR.

G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 705-713
Author(s):  
REKHA FRANCIS C
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Working Environment ◽  
Social Conscience ◽  
Corporate World ◽  
Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

The pragmatist influence on managerial ideas and practices

2018 ◽  
Author(s):  
Philippe Lorino
Keyword(s):  
Community Of Inquiry ◽  
Public Institutions ◽  
Theory And Practice ◽  
Direct Influence ◽  
Practical Applications ◽  
Corporate World ◽  
Quality Movement ◽  
Reflection In Action ◽  
Process Perspective ◽  
Exploratory Inquiry

A key idea of pragmatism is the inseparability of theory and practice, thought and action. Pragmatism is said to have had few contacts with the organizational world, and few direct practical applications, except in the domain of education. In particular, the pragmatist direct influence on the managerial world is often undervalued. However, pragmatist ideas have had a significant impact on managerial doctrines and can be traced in today’s debates amongst organization practitioners. This chapter studies three of those channels: Follett’s direct or indirect (for example through Chester Barnard’s work) influence on the corporate world as well as the management of public institutions; the stream of action research and reflection-in-action, in particular Donald Schön’s work; and the development of the quality movement as an anti-Taylorian revolution, deeply influenced by pragmatist thinkers (exploratory inquiry, community of inquiry, instrumental mediations, process perspective), more recently distorted into a Taylorian revival under the “lean management” label.

scholarly journals V-5 Model of Employee Engagement During COVID-19 and Post Lockdown

2021 ◽  
pp. 097226292098087
Author(s):  
Puneet Kumar
Keyword(s):  
Employee Engagement ◽  
Major Elements ◽  
Reference List ◽  
Review Of The Literature ◽  
Corporate World ◽  
Engagement Strategies ◽  
Global Pandemic ◽  
New Perspective ◽  
Hr Managers ◽  
Corporate Crises

COVID-19 has left the globe in a situation of despondency. Physical as well as the human resources (HR) of an organization were adversely affected during the lockdown. The corporate world is observing several corporate crises from the full or partial shutdown of businesses to layoffs, furloughs and resignations. HR managers are struggling to curb this renunciation of employees and grappling with reduced employee engagement. To keep employees highly motivated in this time of mayhem and maelstrom of the pandemic, HR managers need to revisit their employee engagement strategies with a new perspective. This article provides a ready reference list of variables to HR managers to enhance employee engagement level during COVID-19 and post lockdown. This article suggests five major elements of employee engagement, namely—value, voice, variety, virtue and vision. These logical elements of employee engagement are identified after an exhaustive review of the literature. Appropriate variables for each element support author’s perspective. Though neither these elements nor the variables are exhaustive, yet they hold utmost relevance to enhance employee engagement in the time of the global pandemic.

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