Current Issue : January - March Volume : 2015 Issue Number : 1 Articles : 6 Articles
Servitization is a competitive strategy for product companies to create differentiation\nadvantage by adding services to products. One of the major challenges on implementing the\nstrategy is that the leadership that used to develop a successful product-oriented business now\nturns into an obstacle in the process of servitization. Leadership is closely related to business\nfield. In the paper, the essence of servitization is interpreted from three levels: service as an\nintangible product, service as a contextual experience and service as a value co-creating\nprocess. Based on an in-depth case study, the research introduces the new concept on leading\nthe transformation towards servitization: vision co-creation with employees. The paper also\nprovides practical implications on conducting various steps of vision co-creation....
Purpose ââ?¬â?? The purpose of this paper is to examine the impact of Human resource\ninformation system (HRIS) on Human Resource Management Strategies.\nDesign/methodology/approach ââ?¬â?? The papers develops a research model based on current\nliterature and then tests this model in (7) Jordanian Commercial Banks, selected from (13)\nbanks. Statistics society consists of 185 persons from the higher and middle of management.\nFindings ââ?¬â?? The Study revealed that HRIS had a significant effect at level (P? 0.05) on\nHuman Resource Management Strategies in Jordanian Commercial Banks.\nResearch limitations/implications ââ?¬â?? This study could benefit from a large sample, from\nbanks.\nPractical implications ââ?¬â?? The paper offers practical suggestions to the banking industry and\nmanagement in general on how to manage the HRIS effects on Human Resource\nManagement Strategies.\nOriginality/value ââ?¬â?? This paper has tried to provide an inclusive understanding about the\nHRIS effects on Human Resource Management Strategies in the banking industry....
Post World War ?, European enterprises and industries, as well as their overall economies, were developed by\ndeploying and adapting US technology and management methods; this practice was also observed in Germany\naround the same time. American management methods were introduced and implemented under the US-led\nproductivity movement. The major American management methods implemented in Germany were those for\nmanagement education and human relations as an American labor management method. In Germany, however,\nmany factors influenced the introduction of American management methods.\nThis paper analyzes influence of human relations and management education in Germany after the war. It first\ndiscusses the deployment of human relations in relation to the problems of transformation of labor relations and\nthose in the management system. It next considers the deployment of American management education in relation\nto universities� role in management education, eligibility criteria for executive management, and the manager\npromotion system in German enterprises. These discussions explain the influence of American management\nmethods and the various factors that restricted the deployment of American-style methods in management\neducation. The overall influence of the American drive for human relations and management education in Germany\nwas determined by a complex matrix of several factors. Amidst this, progress was particularly dependent on each\nprogram�s effectiveness and the amount of resistance from executives and educators traditions, and traditions,\nvalues and cultural factors of German business management that emphasize technology, quality, and production or\nthe institutional factors such as framework of industrial relations and educational system....
The current practice of appointing Emergency Medical Service (EMS) managers purely on a medical qualification\nwithout a managerial qualification needs to be revisited. EMS by virtue of its nature of operations makes the industry\ndynamic and Paramedics need good leadership together with strong management so that the core objectives of\nEMS become easier to achieve.\nThe literature reviewed showed that managers with managerial qualifications were better equipped to manage\nthan those managers without a qualification. Managers can learn and better their leadership styles whilst\nsimultaneously improving their relationship with the staff. A formal managerial qualification is beneficial to managers\nsince it empowers them with the knowledge to make informed decisions. The advantage of an Advanced Life\nSupport (ALS) qualification over an Intermediate Life Support qualification is obvious, however the smaller number\nof ALS graduates does not allow for the successful fulfilling of all EMS management posts.\nThe findings of this study suggest that EMS managers need exposure to managerial and leadership training\nprogrammes and that the minimum requirements for an EMS manager�s post should be an ALS medical qualification\nas well as a managerial qualification. The findings also revealed a mismatch between the leadership tendencies of\nEMS managers and the staff�s preference of a leadership style....
The objective of this research is to investigate the possibility of\napplying new innovations in educational organization. University of Jordan\nwas used as case study as being one of the oldest and pioneer universities in\nJordan. The research was executed using interviews and seeking material\napproves the innovation process. The results showed that the management of\nhuman resources and innovation process can be succeeded on the long run....
Work-related stress has become an important issue within the hospitality literature. Inspite of the increase in the\nnumber of hotel facilities with its corresponding increase in employment opportunities in the Kumasi Metropolis little\nis known on work-related stress among frontline employees. Questionnaires were administered to 296 frontline hotel\nemployees in the Metropolis with a view of assessing the causes and effects of work-related stress. From the study,\nit emerged that seven factors cause work-related stress. Frontline hotel employees indicated they suffer headaches,\nbecome frustrated and are unable to concentrate as a result of work-related stress. Hotel managers should address\nissues relating to training of frontline employees in the bid to empower them to handle problems that arise as a result\nof dealing with guests. Finally, frontline employees are encouraged to include relaxation activities such as exercising\nand taking enough rest in their daily routine....
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