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A better understanding of applicant attraction enables organizations to manage their talent needs, thus enhancing HR effectiveness. Even though generational difference…
A better understanding of applicant attraction enables organizations to manage their talent needs, thus enhancing HR effectiveness. Even though generational difference exists in modern organizations, scholarly work investigating the salient predictors of applicant attraction between the Gen-X and millennial cohorts is missing. The authors attempt to inform the literature by addressing this gap.
The study captures applicant attraction using a survey-based study of 1949 working employees in India, representing Gen-X and millennial generations.
The study provides critical factors that differentially impact millennial and Gen-X members' attraction toward an organization. It also reveals that satisfaction in the current job affects millennials and the Gen-X cohorts differently.
Recruitment research has neglected the predictors of applicant attraction among generational cohorts. Further, studies on generational differences have originated in western contexts and have ignored the emerging economies. Based on the responses of working professionals, our study increases the generalizability of the results.
The multi-generational workplace has the largest proportion of both Gen-X and millennial employees. A deeper understanding of their preferences can help HR practitioners leverage the drivers of applicant attraction. The study provides inputs to design recruitment strategies to target generational groups within and outside the organization.
The present study examines the phenomenon in an emerging market marked by a high economic growth rate and an eastern cultural context. The study presents a more realistic representation of applicant needs by sourcing inputs from working employees across generation groups.
The case focuses on Thivra Info Solutions Pvt Ltd, an entrepreneurial organization incubated by Prasannan (she/her) in 2017. The organization started with a mission to…
The case focuses on Thivra Info Solutions Pvt Ltd, an entrepreneurial organization incubated by Prasannan (she/her) in 2017. The organization started with a mission to provide technology-based learning solutions for children diagnosed with autism spectrum disorder (ASD). Thivra Info Solutions Pvt Ltd had developed multiple offerings, including gamified learning, targeted to ASD and general ed-tech users. The firm also launched “Dwani,” the communicative-based learning app for ASD children. The initial feedback by users, parents and teachers had been encouraging. Prasannan was exploring avenues to scale the business when the Covid-19 pandemic affected all the operations.The case presents the multiple dilemmas entrepreneurial firms face in managing resources, finances, growth and product and customer focus. Students are encouraged to debate the organization strategy, product and consumer target segments and solutions to scale the business while managing frugal resources.
This case study can be used in entrepreneurship, leadership, crisis management, business development, organizational behavior and technology.
The case study describes the navigation of Thivra from a Generic Gamified App to its niche of catering for ASD students. The case presents the challenges presented to leadership to manage the crisis and try to grow their entrepreneurial venture. This case has been designed for use in business-to-consumer marketing or entrepreneurship, gender entrepreneurship, ed-tech-based startups, in MBA, executive MBA or executive education programs in the field. The case is suitable for those doing business in Asia, for post-graduate and under-graduate students studying business innovation, entrepreneurship, strategy and marketing. It is also appropriate for courses on gender entrepreneurship; women and crisis management; and product management. The case aims at facilitating classroom discussion on the extension of Indian-based ed-tech startups to ASD children.
Expected learning outcomes
Students will also be able to explore the following issues: to study the role played by a business model that withstands the competition over a long period and adopting sustainability; to describe the concept and implications of paradoxical leadership, thereby drawing its impact on business decisions; to analyze how a leader acts in terms of crisis from a startup point of view; to draw the phases and constraints of the enterprise development and compare and contrast it based on gender; to demonstrate the value to different constituents (ASD students, parents, teachers and ASD counselors) by understanding their differentiated needs and developing powerful value propositions for each. Articulating and demonstrating this value is key to gaining the buy-in of the various decision-making units; to understand how, having gained traction in one market segment (in this case, tractions with parents of ASD children), a company can develop new market segments; to study the issues and problems faced by startups in developing economies, especially the tech-based ones; and to understand the application of gamification on education and communication for ASD children.
Teaching notes are available for educators only.
CSS 3: Entrepreneurship
The global pandemic and the resulting rapid and large-scale digitization changed the way firms recognized and understood knowledge curation and management. The changing…
The global pandemic and the resulting rapid and large-scale digitization changed the way firms recognized and understood knowledge curation and management. The changing nature of work and work systems necessitated changes in knowledge management (KM), some of which are likely to have a long-term impact. Using the lens of technology in practice, the purpose of this study is to examine the impact of technology agency on KM structures and practices that evolved across five knowledge-intensive global organizations. This study then argues that sustainable knowledge management (SKM) systems evolve in specific contexts.
This study adopts a qualitative case study design to examine five multinational knowledge-intensive global organizations’ KM systems and practices across diverse industry sectors.
Based on the findings, the authors develop SKM systems and practices model relevant to a post-pandemic organizational context. The authors argue that KM digitization and adoption support socialization in knowledge sharing. Further formalization through organizational enabling systems aids the externalization of knowledge sharing. Deliberate practices promoted with leadership support are likely to sustain in the post-COVID era. Further, organizations that evolved ad-hoc or idiosyncratic approaches to managing hybrid working are more likely to revert to legacy KM systems. The authors eventually theorize about the socialization of human-to-human and technology-mediated human interactions and develop the three emerging SKM structures.
This study contributed to practitioners and researchers by developing the various tenets of SKM.
Despite studies claiming gender inclusion is beneficial for organizations, the under-representation of females in the workforce is a reality. As recruitment practices…
Despite studies claiming gender inclusion is beneficial for organizations, the under-representation of females in the workforce is a reality. As recruitment practices impact employees' entry into organizations, examining the salient predictors of job pursuit intention might foster gender inclusivity.
Based on a mixed-method study conducted in two phases (Phase 1: a sample of 2,084 professionals; Phase 2: interviews of 20 senior human resource (HR) professionals and interviews with 26 women professionals), we examine the key predictors of job pursuit intention of women. We employed a qualitative study as Phase 2 employed a qualitative study to understand why some of the proposed hypotheses were not supported.
We found that work–life balance, perceived job security and perceived ethical behavior of organizations were more important for female than the male applicants in influencing their job pursuit intention. Also, the type of work and person–organization (P–O) fit were found to be equally important for both the gender groups. The implications of the study to theory and practice were discussed.
Our study extends the existing literature by identifying salient factors (such as work–life balance, perceived job security and ethical citizenship) that are found to be more important for female applicants compared to their male counterparts while pursuing a job. Also, females were found to worry more about losing or not finding a job than males. Our results further indicate that type of work and P–O fit have a significant effect on job pursuit intention for both male and female applicants. The study addresses the need for research on targeted recruitment to increase gender inclusion.
The contribution of this paper lies in identifying critical factors relevant to the female applicants in India who potentially constitute a large talent pool waiting to be leveraged. It adds to the body of knowledge on enabling inclusivity and affirmative action for increasing gender diversity through recruitment. By highlighting the factors that should be given prominence in job promotions to attract more female candidates and emphasizing the gender-focused HR policies and practices and through internal and external communication, it helps practitioners attract and retain female applicants in an emerging economy like India.
Our study contributes in three ways. First, it attempts to plug the gap by investigating gendered preferences in job pursuit intentions between male and female applicants, especially in different cultural environments and in emerging markets such as India. Second, existing studies on job pursuit intentions were based mostly on inputs from student respondents. Our study has collected data from professionals working in organizations who have worked and experienced gender-related HR practices in organizations. Third, our study used a mixed-method approach to get a nuanced understanding of female talent expectations and preferences during the job-seeking behavior.
In this chapter, I explore two media texts, Imtiaz Ali's Highway and Alankrita Shrivastava's Netflix original series Bombay Begums (2021). I contend that recent filmmakers…
In this chapter, I explore two media texts, Imtiaz Ali's Highway and Alankrita Shrivastava's Netflix original series Bombay Begums (2021). I contend that recent filmmakers have begun to arguably reframe the narratives of rape victim-survivors and disrupting the cultural of silence described above. They offer progressive and multi-faceted representations of these experiences, such that there is an opportunity for a dialogue within both private and public spheres. What I mean when I say that they are ‘progressive representations’ is that the rape victim-survivors are not merely reduced to helpless women in distress, nor painted as vengeful, aggressive characters. Instead, their characterisation shows that they have agency and autonomy, but at the same time struggle with the repercussions of speaking out against their perpetrators in a society that does not support them wholly.