The Change in Nature of an Organization and Its Work

It's obvious. Deviations are entirely around us. As the situation is promptly fluctuating, in today's sphere of globalization the structure, pattern, and process of work are changing drastically, and working for an organization is likely to be very different due to competitive pressures and technological breakthroughs. Now the organizational work is more focused on technological competence, workforce diversity, teamwork, leadership, social-based skills, strategic planning, cross-culture training, and effective communication, which holds the keys to the growth of the organization. As the nature of the work environment continues to change, new trends have emerged at the individual, team, and organizational levels too. Basically, when we talk about the change, there is a close relationship between culture and change. Culture generally talks about existing values, practices, set of procedures, norms, and various beliefs by the member of an organization, and these are highly resistant to change.

The Dynamics of Employee Relationships in a Digitalized Workplace

Employees of this day are not confined only to the physical space that they occupy during office hours. Today's workstations are connected environments ensuring instant access to other employees and anything that employees need for work which goes beyond any communication barriers and as a result is changing employee experiences to better engaged, innovative, and efficient ones. All these changes have given way to alterations in employee interrelation dynamics within the boundaries of technological environments. The chapter leads to an understanding of how today's work culture has changed, what the digitized workplace looks like, the where and how of task-technology fits, and the model of interpersonal relationships. The chapter also talks about the related implications of media richness theory at workplace with special reference to digitized work environment and virtual reality. Further, the chapter brings in the challenges of cyberloafing and phubbing as consequences of the digitized workplace and how those affect performance and employee relations.

Employees' Attitudes and Perceptions Towards Electronic Monitoring Surveillance Affecting Employee Behavior

Electronic monitoring surveillance (EMS) has emerged as a mechanism to monitor the behavior of the employees. Fast-growing organizations are adopting this strategy in an expeditious way. EMS deals with the CCTV, internet surfing control, and check on emails. The chapter is an attempt to diagnose the employees' attitudes and perceptions towards EMS and its impact. For this research purpose, a sample was drawn from the population of the selected airports Chandigarh, Pune, Goa, and New Delhi. Sample data of 237 respondents was done by using Smart-PLS. The findings revealed that employees show that attitude and perception towards EMS were significant. It also influenced their work behavior positively. This chapter suggests managerial implications for organizations in understanding the appropriate implementation and use of EMS strategy as future scope of study. Moreover, this chapter also provides a platform for the researchers to study the different HR practices like commitment, loyalty, job satisfaction, and engagement.

Employee Relations as a Tool of Strategic Competitive Environment

Challenging and ever-changing market scenarios made it difficult for organisations to be different and sustain in the market. While having innovative products, USP (unique selling proposition) and the like are on one side of the competition, attracting and retaining employees have emerged to become key concerns of the organizations. This chapter explains how employee relations help organisations in retaining employees and gain competitive edge. One of the major threats of competition with relation to employees is the changes it brings along with it in terms of the company's policies, strategies, and the pressure it brings to the employees. It is important to maintain employee relations so that these changes do not impact employee performance negatively. The authors further show how these changes will impact the work and how management can overcome the aftereffects by maintaining good employee relations.

Bringing Social Media Into Work

This study develops an integrative model in order to identify the underlying factors that drive employees to engage in social media at work for businesses. More specifically, the model explains the interplay between employment statuses, motivation, job satisfaction, and social activities for the purpose of analyzing the positive effects of social media use and the negative effects of social media overload on social media policy implementation. Nevertheless, the model proposes a research roadmap can be examined by utilizing a framework for the assessment of the use of social media at work, as a tool to improve business organizations. Finally, it concludes with the discussion of several open issues and cutting-edge challenges.

Promoting Road Freight Industry to Women

Distribution and freight transportation play a significant role in the development of a region, but the sector is usually a male-dominated one. Considering the shortage of drivers in some countries such as the UK and lack of studies investigating the challenges female drivers face, it is crucial to identify motivations and challenges. Identifying challenges would help promoting the industry to more female drivers. Thus, the chapter aims to discover the main motivations and challenges as well as discover if females feel they are treated equally to males within this industry. Accordingly, a qualitative study is designed, and a total of 16 interviews have been conducted with female truck drivers in the UK. The results indicate that the main motivation for female truck drivers is the freedom that the job allows. The study also found a number of challenges faced by female truck drivers in their day-to-day working life. The biggest challenge for female truck drivers is clearly shown to be a lack of facilities.

Workforce Diversity to Foster an Innovation

In global scenario it is necessity for all the organizations to employ diversified workforces. Workforce diversity helps the organization in improving productivity and innovative performance. The workforce diversity and inclusion strategies are directly linked to innovative business; they encourage employees to have different perspectives and ideas which drive innovation. To deal with global challenges through innovative performance, organizations have robust programs and policies to recruit and retain diversified workforces. Through this chapter, the author addresses how workforce diversity is fostering innovation in contemporary organizations.

The Relationship Between Ethical Climate, Workplace Deviance, and Mindfulness

Development of postmodern organizational approaches in the knowledge-based business environment plays a major role on the gaining importance of knowledge-based talents and skills. Moreover, corporate governance-related progress impacts structures and implications of organizations. Enterprises must follow the rules required by the age and regard the innovations in order to maintain their assets and provide competitive advantage. For that reason, human-related innovations and practices are popular in the management area. In this perspective, ethics is one of the most significant issues in both business and social life. Enhancement of negative work outcomes triggers the efforts for the establishment of ethical climates. Increase of the workplace deviance of employees also influences the need of moderating variables in the relationship between ethical climates and deviance. This chapter mentions ethical climate, workplace deviance, and mindfulness. Moreover, relations between variables are discussed in reference to the literature.

A Neuroimaging Study Protocol on the Motivational Structures of Physicians Belonging to Private and Public Health

Health economics literature has demonstrated that physician motivation is related with three reasons—extrinsic motivation, intrinsic motivation, and prosocial motivation—and that this motivational structure is influenced by the type of organization in which they work. Yet this research proves insufficient to identify the origin of the physician's psychological motivations. To shed light on this gap, this chapter aims to outline a neuroimaging methodology which would prove useful to identify the neurocognitive motivational structures of hospital physicians with the proposes the design of several intrasubject laboratory experiments, using the functional neuroimaging technique magnetic resonance imaging (fMRI). Identifying the neuronal origin of doctors' motivational framework belonging to private or public health organizations would be a step forward in defining the most appropriate motivational plan for a medical profile working in different hospital environments.

Managing Employee Relations in Multinational Firms

Employee relations management has become an important intangible asset for the firm in today's employee-centered business environment. The multinational firm (MNCs) operating in various countries or institutional contexts face a unique form of employee relationship management challenges. This chapter focuses on the various employee relation issue in MNCs and provides a conceptual understanding. The chapter identifies language differences in various cultural contexts, staffing mix in various foreign subsidiaries, employee turnover in the global labor market, work-life balance, power conflict between parent firm and subsidiary, and virtual teams management as major employee-relation challenges for MNCs. The chapter explores strategic management of these challenges to have competitive advantages and practical recommendations for the MNCs managers based on the existing literature. Finally, the chapter also provides various gaps in the literature to be explored by future researchers.