The ethics of a person is a key for work-related value. Ethical behavior in organizations is affected by values systems. Mostly managers concerned with person-organization and interpersonal value conflicts. When two or more people have opposing values may lead to interpersonal value conflicts, this situation effectively prevent co-workers from working together. When the values of someone conflicts with organization’s culture it may occur person-organization value conflict. It possibly causing frustration and disrupting personal performance.

The Persons
Behavior of individuals cannot be measure by having its single characteristics. Therefore verity of differences might be useful to explain said behavior i.e.
• Skills & Abilities
• Personality
• Perceptions
• Attitudes
• Values
• Ethics

SKILLS & ABILITIES
To perform verity of task by mental and physical capacities are called skills and abilities. This comes from knowledge, learning, and experiences.

PERSONALITY
There are five major dimensions considered to be consistent personality’s components. The said dimensions are conscientiousness, extroversion/introversion, openness to experience, emotional stability, and agreeableness.

PERCEPTIONS
Perception is the mental process to pay attention on some cues and stimuli exists in our environment. Perceptions are of two types, social perception and physical perception. Social perception is a process in which we gather, select and interpret the information regarding how we view others and ourselves. While physical perception is the same but focuses on physical objects not people.

ATTITUDES
The set of behaviors, beliefs and feelings are called attitudes. Job satisfaction is the major attitude related to working environment. Meanwhile other five factors contributing to job satisfaction are pay, job itself, promotion, supervisor and co-worker relations. There is complex relationship between work performance and job satisfaction but influenced by multiple personal and organizational factors.

VALUES
The beliefs related to what is important, desirable and worthwhile are called values. The system of persons’ value is based upon the way he/she prioritizes and organizes values. There are different types of values like terminal values (based on the goals that someone wants to achieve), instrumental values (the tool through a person use to accomplish its goals) and cultural values (that affect personally).

ETHICS
Work related values are called the ethics of an employee. A school of thought that believes what is wrong or right depends on the culture and situation, holds relativist’s view of ethics. On the other hand those who believe that ethical standards can be applied in all cultures and situations.

Organization Behavior (OB) is particularly concerned with actions of people working in the organization. To be effective in their jobs, managers should need to develop interpersonal skills of the people working with them. OB is the field of study which tells the impact of behavior of individuals and groups within an organization. The results of such studies then apply in organizations to make people more effective. Organizational Behavior deals to minimize turnover and absenteeism, improve productivity and job satisfaction. Most of us have general observation about people’s behavior and some of our observations could also valid but most of are flawed. On the other hand systematic study uses by organizational behavior to improve predictions about behavior because people are different and OB need to look in a contingency framework by using situational variables and develop a reasonable relationship between cause and effect.

Some of the informal elements are also addresses by OB which are not observable. Both opportunities and challenges offered by OB to manager. It helps managers to see the value of practices and workforce diversity that would need when different situation are need to be managed. Quality and productivity of the employee can also be improved by manager to empower their people. Managers of today’s organizations facing many changes due to the rapidly changing organizational environment and time, OB thus can help managers to cope with the temporariness world and increase innovation.

In today’s environment, organizations are facing many different challenges like technology, diverse workforce, multiple stakeholders, responsiveness, rapid changes and globalization.

Technology

If we take a look 20 to 25 years back, only few of the organization and individuals used fax machines, email system and computers having a huge body that could be adjusted in an entire room. But the advancement in information & communication technology permanently changed the means of information through which it is created, gathered, used and shared.

Diverse Workforce

The groups of two or more people which are distinguishable and identifiable on the basis of characteristics like demographic, gender, age, education etc… Organizations faced another challenges to deal with several obstacles including prejudice, discrimination, stereotyping and tokenism.

Multiple Stakeholders

The individuals having interests in the organization are called stakeholders. The organizations are now having to deal with multiple stakeholders i.e. investors, suppliers, customers, consumers, lenders etc…

Responsiveness

Today’s organization facing many challenges and threats from internal or external environment and it has to be responsive to them. The quick responsiveness would be required to meet the opportunities and challenges happened out of these changes.

Rapid Changes

Rapid changes are occurring in the organization due to changing the internal and external environment. Today’s organizations must be flexible to alter with those changes.

Globalization

The organizations that are doing business with abroad are facing number of challenges due to collection of environmental factors. The managers of those organizations must plan, organize, lead and control effectively to manage cultural differences to become a successful organization globally.

The system which does not interrelate with the outside environment is called closed system. Some classical approaches are the view of that organizations based on closed systems. The assumption behind the view was if managers enhance the internal processes of the organization so it would succeed. However it is very clear that all organizations are open systems, they depends on inputs from the outside environment or world, like human resource, raw material and capital and provides output to the outside world which fulfill the markets’ needs regarding goods and services.

The above discussion demonstrates the open-system perspective. The systems of the organizations always require inputs which further transforms into outputs that would be received by external environment. The response on these outputs by from external environment becomes another input to system for next cycle. The life of the system will continue if the process repeats itself.

A set of interdependent parts that can processes inputs into outputs is called system. The typical inputs for business sector are known as resources like human, financial, physical resources etc. and most of the business uses several resources at a time. To manage the transformation of these resources into output of the business is the job of a manager. Good services and best quality products are the outputs of the business. Customers, suppliers, investors and competitors are some of the major components of the external environments.

An entity with a reason that has interdependent parts is called a system. An organization is also a system and as this approach tells us that look towards the organization as system. There are four basic attributes of any system. 1. It works within an environment; 2. It is composed of elements that are also known as building blocks; 3. It has a central purpose against the efforts of the organization; 4. Focus on the mutual relation between environments and subsystems.

Systematic management highlighted internal functions because managers mainly concerned about industrial revolution to meeting the uneven growth in demand. Moreover, for internal efficiency issue managers were free to focus on it because the public authority did not hold back the business practices a lot. Systematic management approach is clear to influence in the description of one organization’s attempt to control its employee.

It doesn’t mean that a random group of people who come together by chance is an organization. When a group of people are formally gathered to accomplish some certain goals is called an organization. The goals cannot be reached individually, so that organizations are formed. The job of a manager is to achieve high level of performance relative to organizations’ objectives. For example, any business organization has some objectives which lead to 1) make profit; 2) provide goods and services to customers; 3) provide income source for its employees; and 4) increase the level of satisfaction for every stakeholder.

Organizations are known as social entities, which are deliberately structured and goals oriented. Organizations cannot operate their functions in isolated environment, but they linked external dynamic situation.

Types of organization

Generally there are two types of organizations:

1. Formal: The part of an organization that has legal and official recognition.
2. Informal: The informal or private part of the organization.

Components of Organization:

1. Task
2. People
3. Structure
4. Technology

Task: It can be defined as a purpose of existence of an organization. Every organization should have a purpose of existence that is accomplished by producing output in the form of certain goods and services, is termed as task.

People: It is the workforce or human part of the organization that performs different functions in the organization.

Structure: The basic arrangement of people in the organization is called Structure.

Technology: To transform inputs into products or services, the intellectual and mechanical processes used by an organization is known by technology.

The process of different resources are working together to accomplish organizational goals is called management. Manager found to be good when they do those things effectively and efficiently. Effectiveness is to achieve the organizational goals and efficiency is to achieve goals minimum resources wastage. Minimum resources wastage is defined as the best possible use of people, time, material and money. Clear focus on effectiveness and efficiency would make the best manager.

Management

Management Functions:

To properly execute the management process a wide variety of activities involved like planning, organizing, leading and controlling, so that managers could be efficient and effective.

The activities are as follows:

Planning

Planning is to decide the appropriate actions for achieving the organizational goals. Analyzing current situation, future anticipation, choosing corporate strategies determining objectives and determine resources are the planning activities to achieve firm’s goal. The planning process produced the strategy of organization.

Organizing

Gathering of financial, informational, physical, human and other resources to achieve goals is called organizing. To attract people, specify job responsibilities, grouping jobs and allocating resources are activities comes under this component in order to achieve maximum success. Organizing activities results the organizational structure.

Leading

It is to motivating, communicating and directing the employees (individually and in groups) to perform higher. Leading includes day by day communication with people, helping, guiding and inspiring them to achieve organizational goals. Leading requires at all levels and section of the organization, it is at teams, divisions, departments and at the top of organization. It results the high level of commitment and motivation.

Controlling

It is not necessary that a good plan, organization and best leaders guarantee success. The fourth function “Controlling” is to monitor progress and implements changes where necessary. Sometimes implementation plans often find that it’s not working as planned. This function is to ensure that goals are met and actual outcomes are consistent with our objectives. Controlling includes the activities like setting of performance standards, comparison of performance against standards, correction of problems by taking actions, budgeting and information systems. Successful organizations pay close attention that how well they are working whether large or small. Controlling gives us the accurate measurement of performance, efficiency and effectiveness.

Get results with the help of others:

In order to achieve organization objectives, there are different techniques that help manager to oversee the performance of employees in required direction. Effective human resources management is required to get things done by the manager through the efforts of working in an organization.

Avoid Common Personnel Mistakes:

To avoid common personal mistakes, HR managers use resources of organization in the following manners:

1. Avoid hiring unsuitable person on the job.
2. Facing high turnover.
3. Identifying employees that not doing their best.
4. Avoid taken your company to court due to your discriminatory actions.
5. Avoid committing and unfair labor practice.

Gain Competitive Advantage:

Human Resource is the only that create the real difference among all the resources possessed by the organization. Every organization can have the same technology as we have; they can have the same type of financial resources, able to produce the same goods, able to provide same services, same sort of raw material might be used but the human resource of the organization could create the real difference. Therefore, they can be used as a competitive advantage because they are the main source of innovation creativity in the organization. Workforce would be beneficial for all stakeholders if organizations able to manage them efficiently/effectively.

Managing Present Era of Human Resource (Challenges/Issues):

For achievement of objectives following are the main issues faced by the managers to manage human resource of an organization:

1. Attraction: Quality working environment, attractive benefits and opportunities will always get people interested to join such organization to excel in future. It is the first issue to attract good people for organization.
2. Development: It is to provide opportunities for training according to particular job. It needs careful need assessment and selecting effective methods and tools for training. The better the development of the workforce better will be the development of the organization.
3. Motivation: Motivational tools can help in fulfilling the mission of the organization. It means to persuade performance of others and forward their efforts in desired direction by using different tools. It is the third important issues that keep motivated your human resource so that they will deliver more effectively.

Now a day the organization’s success depends on people-embodied, knowledge, skill and abilities embedded in the members of organization. These abilities and skills are the foundation of an organization’s core competencies.

To create organizations and help them to survive, HRM plays a very important role. We are living in an organizational world and surrounded by organizations. We are participating in them as employee, customer, client and member. We are spending most of our life with organizations to supply goods and services on which we depend to live. But on the other hand organizations depend on people and without them they would disappear.

Factors contributed in HRM:

Accommodating the needs of workers:

Workers demanding from organization to accommodate their personal needs by arranging programs like flexible work schedule, parental leaves, child & elder care assistance and job sharing. To reduce the conflict between organizational demands and family responsibilities, HR department plays a crucial role in designing and implementing such policies suitable for both workers and organizations.

Increased complexity of the Managers’ Job:

The job at the management level has become an increasingly complex and demanding due to many reasons like new technology, external competition, expansion in scientific information and rapidly changing environment. Therefore, human resource managers provide assistance in making strategic business decisions and matching competencies of organization’s human resource with mission of the organization. Executives mostly need assistance from HRM related to recruitment, performance & evaluation, discipline & conduct and benefits.

Litigation and Legislation:

There is an extreme contribution of state laws to the propagation and importance of human resource function. There are extensive requirement for record keeping and reporting to fulfill the laws, some HR departments hire additional staff and must work countless hours. The most influenced areas by legislation are equal employment, compensation, safety and labor relation. If an organization fails to comply with laws regulating can result in heavy penalties and back-pay awards.

Consistency:

One of the important factors of HR is to help in maintaining consistency and justice within an organization. Consistency is very important while making decisions regarding compensation and promotion. The compensation decision of managers without discussing the HR department may cause the salary structure tends to become very uneven and promotion decision may also be handled unfairly.

Expertise:

Now a days some special expertise required in HR to fulfill personnel activities. For making employee selection decision researcher have developed complex procedures; statistical calculations to combine test and interview scores which replaced traditional subjective interviews.

Cost of Human Resource:

The activities of human resource have become increasingly important because of high cost. The largest expense in most of the organization is labor cost which is often higher than any other necessary expenditure to cope up with the problems like absenteeism tardiness and discrimination.