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The human resource process was established to fulfill a number of objectives within the organization. These include: To furnish cost value information for making proper and effective management decisions about acquiring, allocating, developing, and maintaining human resources in order to achieve cost effective organizational objectives.
The procurement of external resources is an important tenet of both the strategic and tactical management of any company. Nevertheless, a theory of the consequences of this importance was not formalized until the 1970s, with the publication of The External Control of Organizations: A Resource Dependence Perspective (Pfeffer and Salancik 1978 ...
The human relations movement supported the primacy of organizations to be attributed to natural human groupings, communication and leadership. However, the conventional depiction of the human relations 'school' of management, rising out of the ashes of scientific management is argued to be a rhetorical distortion of events. [3]
March and Olsen distinguish the logic of appropriateness from what they term the "logic of consequences," more commonly known as rational choice theory.The logic of consequences is based on the assumption that actors have fixed preferences, will make cost-benefit calculations, and choose among different options by evaluating the likely consequences for their objectives.
Some assess human resource policies according to whether they support an egalitarian workplace and the dignity of labor. [ 77 ] [ 78 ] Issues including employment itself , privacy , compensation in accord with comparable worth , collective bargaining (and/or its opposite) can be seen either as inalienable rights [ 79 ] [ 80 ] or as negotiable.
Taylor identifies four inherent principles of the scientific management theory: [35] The creation of a scientific method of measurement that replaces the "rule-of-thumb" method; Emphasis placed on the training of workers by management; Cooperation between manager and workers to ensure aforementioned principles are being met
Influenced by 19th century positivism [5] and Charles Darwin's evolution, for both Friedrich Engels and Karl Marx, the idea of uncertainty and chance in social dynamics (and thus unintended consequences beyond results of perfectly defined laws) was only apparent, (if not rejected) since social actions were directed and produced by deliberate human intention.
Altruism is often seen as a form of consequentialism, as it indicates that an action is ethically right if it brings good consequences to others. [7] Altruism may be seen as similar to utilitarianism, however an essential difference is that the latter prescribes acts that maximize good consequences for all of society, while altruism prescribes maximizing good consequences for everyone except ...