Search results

The purpose of the research is to provide HR managers with some guidance, as they develop employee volunteer programs to meet specific workforce needs. Structured interviews were conducted with eight employees. The data suggest that employees who volunteer time believe that such experiences benefit them personally and improve their ability to perform their work duties. There were slight differences in program type, with those employees involved in programs characterized by high management support and commitment tending to perceive that they reap high overall rewards for their volunteer activities. The perceived impact of volunteer activities on employees included: an improved ability to cope with job challenges; the development of contacts and skills that can be used on the job; improved self‐esteem and a sense of pride. These factors can increase employees’ ability to be proactive problem solvers on the job.

One of the keys to success in the digital economy is the appropriate management of human capital. Because of sweeping technological changes, old behaviors of human capital management may not be suitable in the digital domain. Traditional businesses will need to evolve and radically transition themselves into an electronic business mode. This study implements a rigorous qualitative case study methodology to examine an electronic business corporate entrepreneurship team within a large, traditional business. Faced with the need to work at “Web speed”, this group had to adapt quickly, both to complete its task on time and to master a steep learning curve. This process is examined systematically, in order to examine the major research question: “What are the changes necessary to support the transition of a new venture creation team as it moves from the traditional domain into the digital economy domain?” Through in‐depth interviews, this study examines the transition process, drawing conclusions that may have far‐reaching ramifications for both practice and theory in human capital management.

Costing training activity is one of the most poorly performed business functions. Presents a pragmatic solution to the problem. Beginning with the philosophy that the decision to train is an investment decision like any other, a process focusing on performance factors is followed that takes into account direct and indirect costs, the measurement of alternatives and the estimation of net benefit. Throughout, the unavoidable use of qualitative inputs is documented, so that final results allow management to buy into the costing formula.

This paper aims to explore the leadership style of Merrill J. Fernando, founder of Dilmah Tea and chairman of the MJF Group.

Considers the effects of his paternalistic approach to leadership on Dilmah Tea employees and its organizational culture.

Reveals that the company benefits from high levels of employee commitment, good internal communications and strong teamwork.

Highlights such staff‐welfare provisions as free in‐house staff medical facilities and financial help for the education of employees' children.

Explains that charity is a significant part of Merrill Fernando's life and permeates his business. About a third of his wealth is set aside for the Merrill J. Fernando Charitable Foundation.

Provides insight into the workings of an unusual Sri Lankan company.

Using the Chinese, family‐owned manufacturing firm as a primary example, Asian styles of management are examined in light of their ability to compete in a free‐trade environment. It is concluded that traditional, authoritarian, relationship‐based management concepts are not likely to fare well in fast‐changing global arenas. Nevertheless, a model for expanding into international markets is presented, with the realization that most Chinese‐managed firms would be advised to adopt regional rather than global strategies.

In this study, workplace spirituality is discussed in the context of remote work and the COVID-19 pandemic. First, the focus is on the changes in the meaning and function of employees in the organization during the evolutionary process of industrialization and management paradigms. Afterward, conceptual frameworks for spirituality and workplace spirituality are presented, and in the last section, academic studies that deal with workplace spirituality with distance or hybrid work arrangements are included. Early studies offer insights and recommendations on conceptualizing, developing, and managing workplace spirituality. They all emphasize that spirituality is necessary for remote work as a tool to overcome stress and mental health problems and increase employee well-being. Unfortunately, the remote work and workplace spirituality literature is relatively narrow and needs to be expanded.