Foreign Workers Performance on the Service in Singapore Free Essay Example, 1750 words

Personnel data is another way to measure worker s performance which includes using the personnel information from their files. The main personnel index that is used by many organizations is checking on the absenteeism of an individual and most organizations prefer employees working for eight hours in a day. Hui and Hashmi (2004, 76-8) defined absenteeism in many ways such as the average length of absence. However, this measure is not that reliable as it gives little information. The third way of measuring work performance is supervising individuals when they are performing their duties and then judging their work performance by either comparing workers or comparing with a set standard. There are researches that have been done focusing on good job performance and there are two factors of job performance construct. One is the behaviours necessary in an organization so that it may function smoothly. These behaviours include cooperation and communication skills. The other factor is the performance on certain tasks undertaken by individuals and the tasks are related to the individual's work (Kuo, Chen, 2007, 165). Service QualityThe word servqual means measuring quality in services provided by workers. We will write a custom essay sample on Foreign Workers Performance on the Service in Singapore or any topic specifically for you Only $17.96 $11.86/page The second gap is between the management of the firm perceives and service quality (Huff, 1999, 231). This is when the management perceives exactly what the consumer wants but fails to set a certain performance standard.

Essay about Book Review China in 21st Century - 978 Words

Book Review: China in 21st Century China in the 21st Century written by Jeffery N. Wasserstrom was published in 2010 with the purpose to clear up the misconceptions that many Westerners have towards China. Wasserstrom adds insights of each issue revealing the truth providing readers with a basic knowledge of China. Jeffery N. Wasserstrom is one of the writers/ scholars on China today. He is a specialist in Chinese History in a wide range of topics ranging from the globalization affects urban life to popular culture to American views of Asia. He has also published several books on the topics of China (Wasserstrom). The book is relatively short of 135 pages which seemed almost impossible to summarize the vast history of China to it’s†¦show more content†¦The chapter also extends on to Confucius learning among the populace and its usage by the government, Confucian learning and its relevance to China’s modernization program, and connections between Confucian teachings and democracy. Essentially, the author’s purpose for chapter 1 is to establish an understanding on the importance of Confucian learning undergoing transformations and adapted to modern times. Confucius was a philosopher that has been highly associated of a saint of godlike figure even with temples devoted to him. His ideas were importance since China wants to be represented as Confucian and Communist that complement one another. Hence, the author devoted the first and one whole explaining about Confucius himself then slowly expanding into his contribution to China as a whole to build a big picture. For section two of the book, the author purposely dedicated chapter 5 to â€Å"U.S-China Misunderstandings†. The author breaks the chapters up into different questions from the general view point Americans get wrong about China to more in-depth issues such as ethnicity, religion, and governing system. It is clear that the focus of the chapter is about the misunderstandings that some Americans may have of China, thus it could be difficult for some non-American readers to relate to this specific chapter. Each question was chosen carefully to alter the misconceptions of Americans’ point of viewsShow MoreRelated 21st Century Capitalism Essay1485 Words   |  6 Pages21st Century Capitalism 21st Century Capitalism. By Robert Heilbroner. (New York: Norton, 1993. 175pp., $17.95) The Work of Nations: Preparing Ourselves for 21st Century Capitalism. By Robert Reich. (New York: Vintage, 1992. 339pp., $14.00) Undoubtedly, the 20th century has witnessed some of the most significant economic events in modern history. 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Key Understanding On Workplace Diversity †Myassignmenthelp.Com

Question: Discuss About The Key Understanding On Workplace Diversity? Answer: Introduction This report reflects the key understanding on the workplace diversity which each and every organization should have to accomplish their set objectives and goals in effective manner. Workplace diversity could be refers to the variety of differences between people in organization. It is not only related to how people perceive others but how they perceive themselves at workplace. In this report, critical viewpoints of workplace diversity has been identified for the betterment of organization working process. In the end, conclusion has been drawn to put emphasis upon how organizations could use this work place diversity to increase their overall productions and efficiency of business. Workplace diversity Human resources management deals with the management of hiring, training and development of employees. As per the perception of Kaiser, et al. 2013 it is the evaluated that it is the separate department which is set up in organizations for the betterment of business functioning and quality of value chain activities. Human resources management of the organization has to deal with communication, adaptability, change and employees concerns in effective manner. Throughout the time, various organizations such as Wesfarmers, GE capital, Morrison and Tesco are using workplace diversity in its value chain activities with a view to increase the business efficiency and create synergy in its organizations. However, Kaiser and other authors has depicted that success of workplace diversity depends upon the team work, proper training and development program and implementation of right strategies and plans. Workplace diversity could be very effective for the organization and could result to creatio n of core competency in the market. However, in case of poor training and development program and less efficient coordination may result to destruction of business in workplace diversity. As per the perception of Wilson, (2014) it is reflected that human resources department is the key pillar for the success of organizations. However, if proper level of HRM practice is not followed then it may result to following problems at workplace such as increase employees turnover, loss of experienced employees, increased cost of production and destruction of brand image of company. However, for the efficient business functioning HRM department needs to recognize the implementation of immediate actions and spend resources on management of diver. It is evaluated that if HRM department could handle workplace diversity in effective manner then it will surely increase the overall productivity and profit of the organizations. Benefits of workplace diversity As per the views of Beauchamp, Bowie Arnold, (2014) it is reflected that organizations success and core competency in market is completely dependent upon its ability to embrace diversity and realize the benefits. It is evaluated that when organization completely handles workplace diversity issues in determined approach then it will surely result to multiple benefits. Increased adaptability As per the perception of Rice, (2015) it is depicted that there are several big organizations such as GE capital, Wesfarmers, Woolworth and Tesco that have adopted workplace diversity in its value chain activities and developed various innovative and creative solutions. Broader servicer range As stated by Desai, Chugh, Brief (2014) it is evaluated that various big organizations such as GE capital, Wesfarmers, Woolworth and Tesco have developed broader services range with the help of diverse collection of experience and skills. It has allowed companies to provide its customized services around the globe to its customers Variety of view points As per the perception of Hendry, (2012) it is considered that a diverse workforce will surely provide multiple viewpoints to management department while implementing strategies in business organizations. It will not only provide larger level of pool of ides and experience and help company to meet its business strategies and need. More effective execution of work As per the views of Bond Haynes, 2014 it is evaluated that if company runs its business functioning with the help of employees from the different sets and culture then it will surely increase the overall productivity and reduce the complexity of business. Challenges in diversity in workplace There are several challenges which organizations faced while implementing workplace diversity in the value chain activities. Communication- As per the views of Oswick, Noon, (2014), it is divulge that workplace diversity increases the communication problems, language barriers and connectivity issues in value chain activities. As stated by Barak, (2016) it is reflected that when an organization adopt diversity at workplace, employees from different culture and different mindset come under one roof to accomplish set objectives and goals. Therefore, it not only increase the complexity at workplace nut also result to destruction of team work. GE capital, Wesfarmers and Woolworth has faced these issues throughout the time. Resistance to change As stated by Kirton Greene, 2015 it is reflected that when employees are having different mindset and perspective then in that case it would become hard for management department to train them and provide them proper standard development training to adapt them according to the changes in value chain activities. Therefore, it also becomes one of the major concern for the resistance to change. Woolworth has faced this issue when it implemented ERP system in its value chain activities. Implementation of policies and measure As per the perception of Wambui, et al, it is depicted that it could be overriding challenge to the management department while they indulged in setting organizational cultural and business policies. If company wants to keep employee oriented culture then it will become cumbersome to determine exact policies and rules as per the perspective and values of employees. Successful implementation of workplace diversity in value chain activities As per the perception of Ashikali Groeneveld, 2015 it is reflected that diversity training at workplace alone could not mitigate the diversity management plan issues. Employees and other concerned persons should also indulged in accepting the new formulated policies and measures for the betterment of organizations. Implementation of Workplace diversity As per the views of Parrotta, Pozzoli Pytlikova, (2014) it is divulged that workplace diversity in the organization is accompanied with employees from the different culture, different mindset and multiple perspective of employees. This level of diversification can result to various complexity and cumbersome process system of value chain activities of organizations However, Cole, Morrison, Wesfarmers and G E capital have installed online training and development program for its employees. As per the perception of Sleeter, et al, (2014) it is reflected that this level of complexity at workplace could be mitigated only when companies install cyber based computing training and development program. It will not only increase employees performance and their thinking process but also reduce the complexity in organizations value chain activities. Role of HRM department in handling issues related to Workplace diversity As stated by Dover, Major, Kaiser, 2014 it is observed that HRM department is accompanied with various set of activities such as hiring and management of employees in organization, reducing complexity at workplace and developing employees oriented organizational culture. Therefore, it could be inferred that if HRM department of organization could adopt a proper level of business frameworks at functional level then it could mitigate all the associated problems and cumbersome process at workplace diversity (Dover, Major, Kaiser, 2014). If company does not maintain proper level of HRM functions and separate department then it will increase the complexity and cumbersome process of value chain activities of organization. The HRM department helps employees to resolve their queries and problems in determined approach by following proper decentralized working chain. In addition to this, it also establish proper level of communication method between multiple employees and management departm ent. Workplace diversity is very important intent in organization. It increases the overall business efficiency and employees working in effective manner Learning and growth for employees working in workplace diversity As per the perception of Redmond, et al. 2015 it is reflected that co-worker with diverse culture background come up with unique and experience and different mindset. Pooling the diverse knowledge and skills of culturally distinct workers together could benefits companies by including strengthening team of employees from diversified culture. Another advantage of workplace diversity is related to availability of opportunity for employees personal growth. It is evaluated that employees by adopting different culture, mindset and adopting new strategies and plans could gain better level of intellectual and working experienced in effective manner As per the views of Kirton Greene, (2015) it is reflected that there are several disadvantages which are faced by employees and management department while running their business functioning in workplace diversity culture such as communication issues, integral issues, coordination problem, non-effective team work, increased conflicts in process system and low level of productivity. These all issues could be mitigated through a standard training and development program for employees. This standard training and development program will help employees to adopt different culture, mindset and adopting new strategies and plans which will help them to gain better level of intellectual and working experienced in effective manner. Conclusion There are several problems and threats which are faced by multiple organizations while implementing workplace diversity in the value chain activities of organizations. It is considered that various multinational organizations such as Wesfarmers, Woolworth and GE capital has used various training and development program to use workplace diversity to reduce the complexity and create core competency in market. Now in the end, it could be inferred that if big organization could use this workplace diversity in the value chain activities then it will help company to pool diversified talent and result to efficient business functioning. References Ashikali, T., Groeneveld, S. (2015). Diversity management in public organizations and its effect on employees affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture.Review of Public Personnel Administration,35(2), 146-168. Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Beauchamp, T. L., Bowie, N. E., Arnold, D. G. (Eds.). (2014). Ethical theory and business. Bond, M. A., Haynes, M. C. (2014). Workplace diversity: A socialecological framework and policy implications.Social Issues and Policy Review,8(1), 167-201. Desai, S. D., Chugh, D., Brief, A. P. (2014). The implications of marriage structure for mens workplace attitudes, beliefs, and behaviors toward women.Administrative Science Quarterly,59(2), 330-365. Dover, T. L., Major, B., Kaiser, C. R. (2014). Diversity initiatives, status, and system-justifying beliefs: When and how diversity efforts de-legitimize discrimination claims.Group Processes Intergroup Relations,17(4), 485-493. Hendry, C., (2012). Human resource management. Routledge. Kaiser, C. R., Major, B., Jurcevic, I., Dover, T. L., Brady, L. M., Shapiro, J. R. (2013). Presumed fair: ironic effects of organizational diversity structures.Journal of personality and social psychology,104(3), 504. Kirton, G., Greene, A. M. (2015).The dynamics of managing diversity: A critical approach. Routledge. Oswick, C., Noon, M. (2014). Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions?.British Journal of Management,25(1), 23-39. Parrotta, P., Pozzoli, D., Pytlikova, M. (2014). Labor diversity and firm productivity.European Economic Review,66, 144-179. Redmond, S. A., Wilcox, S. L., Campbell, S., Kim, A., Finney, K., Barr, K., Hassan, A. M. (2015). A brief introduction to the military workplace culture.Work,50(1), 9-20. Rice, M. F. (2015).Diversity and public administration. ME Sharpe. Sleeter, C. E., La Vonne, I. N., Kumashiro, K. K. (Eds.). (2014).Diversifying the teacher workforce: Preparing and retaining highly effective teachers. Routledge. Wambui, T. W., Wangombe, J. G., Muthura, M. W., Kamau, A. W., Jackson, S. M. (2013). Managing Workplace Diversity: A Kenyan Pespective.International Journal of Business and Social Science,4(16). Wilson, E. (2014). Diversity, culture and the glass ceiling.Journal of cultural diversity,21(3), 83.