21407 Lecture Notes - Lecture 6: Chameleon
Document Summary
The intelligence of albert einstein and capabilities of an athlete (speed) The willingness and capability to change (chameleon flexibility) Fun at work, social support from superiors, career progression, security. Ignores critical perspectives on hrm (everybody agrees) General and common trust between employee and employer. Share the same interests and harmonious relationship. Opposite to consensus (aka critical hr studies) Work intensification, job stress, perceived employee insecurity, discrimination. Struggle of line managers: to make sense of proposed hrm changes. Continued marginalisation of women/older workers in the workforce. The economic exploitation of workers (false empowerment to employees) Focused on how people and groups act in an organisation (aka micro hrm) Individual level/single hrm practices (e. g. training outcomes for employees) Focuses on what employees want/desire and their attitudes and mindsets. Management is the main cause of lack of employee wellbeing (incompetent) Managers should be promoted on interpersonal skills, not only technical skills. Dysfunctional behaviour undermines trust and erodes team- working.
