The ‘High-Road’ Approach to Compensation and Benefits Practices

High-road approach organizations deploy commitment-based / high performance working HRM systems and see employees as a sales driver rather than a cost driver They have a long-term perspective and make more investment in their HR by paying them above the industry average and implement policies and practices that focus on employee engagement, satisfaction, and service orientation to enhance organizational performance. This research views compensation and benefits practices through the lens of a high-road approach and provides various frameworks to emphasize the role of the high-road approach in enhancing employee commitment, engagement, loyalty, productivity, and retention thus, leading to healthier organizational growth. The research provides various illustrations to explain how companies have initiated a high-road approach to compensation and benefits practices and improved their overall performance. Research also discusses the barriers to high-road approach adoption and identifies prerequisites for its successful implementation.

Explaining How Management Safety Practices and Safety Programs Influence Job Safety and Employee Commitment

Job safety was examined as a mediator of the relationship between management safety practices, safety programs, and employee commitment in Ghana's mining sector. A descriptive study approach was used, specifically a cross-sectional survey. The research discovered a clear link between management safety practices and employee commitment. It was shown that management safety measures had a strong positive association with job safety. Job safety also had a significant positive relationship with employee commitment. The connection between management safety and employee commitment was mediated by job safety. This study demonstrates how safety at the workplace boosts employees’ commitment in achieving organizational goals. The study advises organizations operating in high-risk environments to adopt industry-wide standard safety practices to ensure employees can develop the sense of attachment required for organizational growth. This can be achieved when management shows concern for employees’ safety. This is the first research to look into the link between management safety practices in the workplace and employee commitment.

An Evaluation Study in Social Media Research: Key Aspects to Enhancing the Promotion of Efficient Organizations on Twitter

As social media has shifted from traditional to modern technical patterns, organizations have sought to take advantage of the presence of beneficiaries on social networks. They may serve customers, display ads, and respond to queries on social media accounts such as Twitter. The implementation of these services required a scientific study considering: (1) how to attract beneficiaries, (2) attraction times, and (3) measurement of the impact of that attraction. This study aimed to address these three points through an analysis of data from an educational organization’s Twitter account. We found that the interaction rates with tweets increased in the evening, and we identified the best times for the organization to reach more followers. We examined five months of data (an entire semester), analyzing thousands of tweets and their associated impressions, types of responses, integration ratio, and account usage. We also discovered that the quality of tweets had an impact on attracting new followers, particularly when tweeting media such as photos, videos, and other types of content. Finally, this research serves as a resource for educational organizations on new ways to publish accounts and foster organizational growth through electronic media.

Impact of happiness-enhancing activities and positive practices on employee well-being

Purpose Psychology studies have gradually evolved in the past decades from examining negative to positive states of mind. This has led to an increasing interest in understanding the well-being of individuals. Further, organizational research has demonstrated a positive impact of employee well-being on key business indicators. Drawing from positive psychology, this study examines the impact of happiness-enhancing activities and positive practices (HAPP) on employee well-being. Design/methodology/approach This study was conducted in an emerging information technology firm in India. Using validated measures, this study designed an online survey that was completed by 54 employees of the firm. Findings Employees largely perceived the HAPP as important but reported low levels of engagement in most activities or practices. Using hierarchical linear regression, this study found that self-concordant work significantly impacted employee’s job satisfaction and job-related affective well-being. Practical implications Leaders must harness the synergy between individual and organizational growth by providing self-concordant work contexts in which employee’s key skills, competencies and strengths are leveraged. Originality/value This study contributes to the existing scant literature on HAPP. Further, in a first, this study uses these psychological interventions in the context of workplace and assesses their impact on employee well-being which itself is an area of growing interest among academicians and practitioners.

DEVELOPMENT OF PRACTICAL APPROACHES TO GROWTH STRATEGIES IN COMPANIES’ ACTIVITY IN THE STRATEGIC PERSPECTIVE

The willingness of market-leading companies to have sustainable growth over the past few decades has been significantly complicated by the increasing level of uncertainty of the overall impact of environmental factors in all spheres of economic activity. Macroeconomic instability, sharp fluctuations in the raw material markets, intense industries’ competition, political instability, the multidirectional dynamics of social processes, unpredictable natural and climatic cataclysms of global proportion - all these have significantly impact that complicate the possibilities of forming market development strategies, based on traditional planning approaches that take into account mainly retrospective dynamics. Moreover, the economic instability of the last decade, caused by environments, has shown to significant part of international companies the instability of the chosen strategies for the development of the firm. The dilemma of choosing the direction of strategy is relevant for most companies of Russian and foreign business – managers face the question of choosing the direction of the corporate strategy development of the company, taking into account all the components of the business portfolio. The author studies the evolutionary development of the theory of strategic growth, presents a variety of approaches to the classification of organizational growth strategies, identifies their similarities and contradictions, and give arguments for the traditional growth strategies classification. Strategies of intensive growth, vertical integration, and diversification are attractive for development, but at the same time require certain efforts and resources. In the course of the study, the author conducted research to identify and choose the most optimal growth strategy when the company reach a certain level of stability for dynamic development, identified the basic criteria for choosing the strategic vector of the company's development.

Technical Trainings and Professional Development: The Means of Organizational Growth

Organization’s strength to realizing its goal are deeply relying to the abilities of the workforce. It is the primary resource and vital capital of an organization that is dynamic and adaptable. Regardless of its nature, it is undeniably that the blood of the operation of every organization is the manpower. Employees who tend to be lacked skills normally do not produce good quality work. Productivity and outstanding output are achieved only if employees of an organization are managed properly. Such management is the enhancement of their capabilities and expertise, giving these workers motivation, thus attaining job satisfaction and excellent organizational results. This study presents a literature review on the importance of technical training and professional development of the employees towards organizational growth. In technical related works, training is a one-way for the employees to grow their based-knowledge and improve professional skills to become more effective in their chosen field of interest, a pathway for them to be the key asset in contributing positive outcomes to their respective organization.

The Milk Producers’ Organization and Indian dairy sector

The needs of the Milk Producers’ Organization are achieved by strengthening the scattered and poorly organized Indian milk producers, who lack access to resources and services. In fact, the Milk Producers’ Organization has emerged as an interface between the business environment and individual milk producers through forward and backward linkages, while facilitating the strength of collective action, bargaining power and economies of scale. It has thus responded appropriately to the economic and socio-cultural needs of producer members and surrounding entities. The National Accounts Statistics (2020) of India estimates that the contribution of livestock in total agriculture and allied sectors Gross Value Added (at Constant Prices) has reached to 28.63 per cent (2018-19) which again shows the importance of the Milk Producers’ Organization in a populous country such as India. The Organization extends its assistance in the form of financial support, technical inputs, milk productivity, quality produce, managing value chains, access to market actors and handling environmental and business regulation. This review paper outlines the key viewpoints and aims to explore how the Milk Producers’ Organization has built capabilities and optimized capacities in the existing scope and challenges of the Indian dairy sector. The livestock sector supports the livelihood of approximately 20.5 million people in India. India’s milk production is at 4.8% CAGR as opposed to 1.8% CAGR of global milk production. However, the Organization faces conflicting areas of interest, such as social concern and business demands and this ambivalence necessitates enabling policy and professionalism to steer organizational growth and sustainability. In view of the globalized business environment, the Milk Producers’ Organization has taken on the responsibility to compete both on the domestic and global markets. In view of emerging international trade practices, further study is required to establish mechanisms to deal with Sanitary and Phytosanitary measures. A co-operative business model can be further explored with additional utilization of bovine manure and unproductive bovines to re-establish a more cost efficient model to deal with global price levels of milk and dairy products.

Developing leadership styles and green entrepreneurial orientation to measure organization growth: a study on Indian green organizations

Purpose Due to environmental and health awareness, there are a number of green startups increasing day by day and consumers want to use organic products over conventional products. The green enterprise faces unique challenges and opportunities in attracting the right investors, organization growth and their performance. The purpose of this study is to better understand the relationship between green entrepreneurship (GE) and different leadership styles (LS) and their association with organizational growth (OG). Design/methodology/approach This paper proposes a methodology based on multiple independent variables and one dependent variable i.e. multiple regression analysis. A numerical analysis of the Indian organization is presented to demonstrate the use of the proposed method. Findings The findings indicate that different LSs (charismatic, transformational, visionary and servant leadership) feature an influence on entrepreneurial activity. The result of the study also found that GE and LS have a positive effect on OG. Research limitations/implications This research will help the industry reflect on the style of leadership and attempt to introduce a new style of leadership that supports and is suitable for the green organization’s growth. Originality/value The study identified diverse LSs that specifically plays an important role in green entrepreneurship organizations. Additionally, investigate the relationship between OG and GE.

Creative Process Engagement Dan Intrinsic Motivation Sebagai Mediasi Humble Leadership Terhadap Employee Creativity

Creativity has an important role for organizations to implement new services and processes. This implies that employees in the organization must be creative to maintain organizational growth and to face today's business challenges.This Study aims to determine the relationship between humble leadership, creative process engagement, intrinsic motivation, and employee creativity. The study is quantitative with data collection methods using a questionnaire on 145 employees of PT Unilever Indonesia Tbk in the Customer development department and processed using analysis tools Partial Least Square (SmartPLS 3.0). The results show that humble leadership has a positive and significant effect on employee creativity when a leader applies the humble leadership style it will be able to increase the creativity of the employees. Creative process engagement mediates the relationship between humble leadership and employee creativity partially and intrinsic motivation partially mediates the relationship between humble leadership and employee creativity

Intellectual Capital and Innovation Performance: Systematic Literature Review

Over the years, several studies have been conducted to identify the impact of various intellectual capital components on the organizational performances. However, most of these works greatly replicated the applications and uses of different intellectual capital components (human, structural, relational, social) without addressing the shortcomings related to their empowerment toward the innovation perception of the organizations. Based on this fact, we comprehensively reviewed the existing literatures that strongly influenced the innovation performance of the financial sector. Standard inclusion and exclusion criteria were used for the critical and systematic evaluation of the past studies. It identified the main limitations of intellectual capital components efficiency in the financial sector that could considerably affect their desired innovation performances in the dynamic and competitive market scenarios. In addition, a correlation was established among the organizational growth of intellectual capital components and innovation performance, leading to positive implications on intellectual capital components development.