People and organization

JOB DESIGN  J ob design is in fact a combination of job content and the work method which has been adopted in the performance of the job (Durai, 2010). There are various job-design techniques. The main techniques are (Armstrong, 2003): job rotation, job enlargement, job enrichment, self-managing teams (autonomous work groups) and high performance work design. Other methods include (Durai, 2010): job reengineering, participative management and peer performance review.                                           Source:what is job design/www.googal.com   Job satisfaction is considered as part of an organization's culture, ranging from job design to supervision     ''job satisfaction is a multidimensional phenomenon, influenced by several internal and external factors, like the individual’s values, principles, personality and expectations and the job’s nature, the opportunities provided etc.'' (Davies et al., 2006 cited in Bellas D. and Koustelios A. 2014). S

WORK LIFE BALANCE INDRODUCTION Work–life balance policies defied how the organization intends to allow employees greater flexibility in their working patterns so that they can balance what they do at work with the responsibilities and interests they have outside work. The policy will indicate how flexible work practices can be developed and implemented. It will emphasize that the numbers of hours worked must not be treated as a criterion for assessing performance. It will set out guidelines on the specific arrangements that can be made, such as flexible hours, a compressed working week, term-time working contracts, working at home, special leave for parents and careers, career breaks and various kinds of child care.(Amstrong ,2006)   WHAT IS WORK-LIFE BALANCE? Achievers defines work-life balance as the feeling of being able to manage multiple responsibilities,   in both work and non-work life. There should be harmony between the two domains, with the goal of meeting both work and other

  Organization culture can define as characteristic and tangible personality originated within the organization. It can be consciously designed and leveraged. This effects the morale and employee engagement and it governs revenue rates and impact on organization performance and the profitability. In a recent article in Harvard Business review the author emphasize that Organizational culture is the collective effect of the common beliefs, behaviors and values of the people within a company. Those factors in any organization adjust employee performance, how they serve the customers, how they co-operate with each other, are they motivated to achieve the goals and if they aware of the company mission How are employees getting their work done? Independently or collaboratively? Do employees feel inspired, committed and engaged or annoyed, overworked and underappreciated? (Groysberg, Lee, price and Cheng,2018)   https://www.youtube.com/results?search_query=organizational+culture CH