People and Organisations

Organisational Culture An organisational culture is a pattern of beliefs and expectations shared by the members of organisation. Culture represent independent set of values and ways of behaviors. It is the “glue” that the organisation’s all aspects are bound together. Values drive all behavior. Values can make competitive advantage for an organisation. Values can be thoughts of both individuals and organisations live. (Sullivan, Sullivan, and Buffton, 2001). Researchers have found work relation values that hold by individuals are taking responsibility, achieving results, developing a sense of worth, recognition and being able to use skills and abilities while some of organisational values are integrity, respect, customer focus, involvement, quality, creativity/ innovation, accountability and fairness (Sullivan, Sullivan, and Buffton, 2001).Individual values can be aligned with organisational values in order to accomplish organisational objectives, hence culture of an organisati

Organizations that seek better competitive advantage today, pay more attention to its people and treat them as resource. Human Resource management is a kind of philosophy which is supported by theories, focusing behavior of people and organization. Institutional theory, Human capital theory, Motivation, The resource based view, contingency theory etc. (Amstronge, 2006) Golobalisation and ethics play key role in path ahead of human resource management. Welfare Movement In early years, in the industrial revolution of 18 th century, organizations consider their workforce as same as the other factors of production process and viewed as a cost to the business. Therefore people in the organizations had to work hard with prolonged working hours. At that time some large manufacturing companies like Cadbury, Rowntree, and Liver which valued their workers paid more concern about welfare of their employees therefore in that era personnel had a welfare role by provisions of health and