People and Oraganization.

Introduction Gender equality studies have been conducted systematically. In both (Wright , et al., 1995) and ( Karus & Yonay, 2000), the authors looked into the gender gap in workplaces across completly different countries and how the way variations within the gaps will be attributed to discrimination against female employees. Components of gender inequality in the workplace Gender inequality within the workplace will be known by these components: 1.        Pay 2.        Leadership 3.        Hiring 4.        Inclusion Benefits of gender equality within the workplace There are numerous   advantages for companies  who are intentional regarding maintaining gender equality within the workplace, including the following: 1.        Positive company culture.   2.        More innovation and creativity.   3.        Build a great reputation.   4.        Improved conflict resolution.   How to promote gender equality within the workplace Here are some steps you may take to begin promoti

  Introduction Counselling is a vital mechanism for performance improvement of an individual in several works of life in a company moreover. It’s facilitate employees to envision things from a unique view point and encourage them to draft their action created. As explained by Willey and Andrew cited in Roy (2011), counseling is a technique involving two individuals, one seeking assistance and thus the various a professionally trained person helped resolved issues to orient and direct him towards a goal, the result in his maximum development and growth. Counseling services are therefore needed for individuals having biological process issues due to the handicap they suffer in any area of emotional either because of hereditary factors or setting conditions. Type of Organizational Counselling                     Figure 1 :Type of organizational counselling   Source - http://bankofinfo.com/types-of-organizational-counseling/ Challenges to Effective Employee Counselling: 1.       

How to Manage Stress in the IT sector   Charu M. (2013), he stated that higher stress is directly proportional to quality of labor life for IT professionals. He outlined few factors specifically fair pay structure, steady role demands, higher-up support, congenial job environment, capability work of the job, role autonomy and stress that directly have an effect on standard of work life.  Importance of Stress Management: Employee Benefits: Decrease pressure Less absenteeism due to stress-related disorders Less stressful, more efficient workplace Help with child/eldercare arrangements Business (Organization’s) Benefits: Employee satisfaction Measured increase in accountability Better cooperation and communication Attract/retain staff Global Context Intuit is an American business that specializes in financial software. They provide “Fit for Life” program offers meditation and heedfulness categories as reimbursable expenses additionally as incentives for workers part

Introduction Employee voice is the means by which individual communicate their views to their employer and influence matters that have an effect on them at work. It helps to make open and trusting relationships between employers and employees which may lead to organizational success. For employers, effective voice contributes to innovation, productivity and organizational improvement. For employees, it usually leads to raised job satisfaction, larger influence and higher opportunities for development Employee voice has four purposes: o    Helps organizations to understand the employee attitudes regarding work o    Presents a spread of collective organization to management o    Influences leaders’ decisions on work-related problem. o    Shows the reciprocal nature of the employment relationship. Multiple purpose of employee voice Figure 01: Multiple purpose of employee voice Source – (Dundon , et al., 2004) Benefits of employee voice 1.        Create active listing a

  Reward System Reward system is the general term that refers to all forms of payment or rewards going to employees at all organizational levels and arising from employment in an organization (Armstrong & Murlins, 2012). Overview of Different Modes of Reward System Figure 01 : Different model of reward system Source - (Kalaiseylan, S., 2009) Objective of Rewards ·          Increase Productivity ·          Above Average Performance ·          Morale Booster ·          Control Tardiness and Absenteeism ·          Create Job Satisfaction ·          Reduce Grievances Factors Influencing Reward System There are a number of factors as argued by Machendia (2010) that influence the reward system payable to employees. Machendia categorised them into either external or internal factors. Among the external factors are the following, ·          Competitors. ·          Advanced Technological Developments. ·          Labour Market. ·          Cost of Living. ·          The Economy

  Transformational Leadership The concept of transformational leadership was introduced by James Macgregor Burns in 1978 in his descriptive research on political leaders, but its usage has spread into organisational psychology and management with further modifications by B.M Bass and J.B Avalio (Jung & Sosik, 2002). Transformational leadership theory is all about leadership that creates positive change in the followers whereby they take care of each other's interests and act in the interests of the group as a whole (Warrilow, 2012) Warrilow (2012) identified four components of transformational leadership style: Charisma or idealized influence. Inspirational motivation  Intellectual stimulation Personal and individual attention Pros and Cons of Transformational Leadership Transactional Leadership Transactional leaders use an exchange model, with rewards being given for good work or positive outcomes. Conversely, people with this leadership style