Abstract
This paper describes the recruitment process beginning from the decision to recruit through to the orientation of the new employee. The author describes this process in a generic form but focuses on specific requirements and difficulties faced by small business. Various methods of advertising, interviewing and assessing applicants are discussed. Recommendations for small business are also made.

From the paper:

?Recruitment of the right people is important to the success of any business large or small. Making the wrong decision when recruiting employees can prove to be a costly exercise. Small business is at a distinct disadvantage compared to larger organizations when seeking to hire new staff. Small businesses are not just smaller versions of large organizations; they have their own specific needs, less money, less time and less expertise when it comes time to recruit. Yet good recruitment decisions are even more critical for small businesses where one poorly performing worker has a large impact.?

Tags:interview, business, human, management, resource, small, employee

Abstract
This paper explains the differences between consumer and organizational buying behavior and the influences on organizational buyers. The writer begins by explaining the concept of organizational buying including how it differs from consumer buying, before proceeding to an analysis of the main influences on organizational buyers and how one would utilize those to attempt to win a contract.

From the Paper
"For the marketing manager of an organization to operate in an effective and efficient fashion, it is imperative that they possess a sound understanding of organizational buying behavior. A thorough understanding of the differences between consumer and organizational buying, and thus the influences on organizational buyers, enables a marketer to correctly identify the best way to market their product or service to the organization they are interested in doing business with."

Tags:behavior, buying, consumer, influences, manager, marketing, organizational

Abstract
The paper describes three Human Resource Development functions and their importance for successful absorption into a job for a new employer. The writer presents these three functions and examines each one in detail. The paper looks at the importance of a successful human resource department in any business and for worker satisfaction.

From the Paper
"The use of effective training and development systems can provide a source of competitive advantage to Australian organizations. As well as ensuring individual employees have the required skills to perform their current job role good human resource development strategies can increase productivity and employee job satisfaction, while decreasing absenteeism and staff turnover (Schuler et al 1992). Australian organizations have fallen behind many developed countries in the amount resources allocated to training and developing their workers. For example in 1990 Australia spent only 1.2% of it's Gross Domestic Product (GDP) on training and development as compared to 5.6% in Japan (Smith 1998). If Australia is to compete in the New World global economy it needs a plan to have enough sufficiently skilled workers across a variety of industries."

Tags:satisfaction, employment, company, worker, skill, industry, job, role, training

Abstract
The Volvo car plant in Sweden is a workplace where employees on the production line experience high levels of stress. The paper first looks at the reasons for the high stress levels. It then examines steps which could be taken to reduce the stress, including the introduction of floor managers and consultation committees to ensure employees have control over their situation; the implementation of reward systems that focus on rewarding positive behavior; the introduction of job rotation to give employees variety and the improvement of the general working environment.

From the Paper
"The next step is to add a reward system that links with the overall mission statement. A reward system is an important part of an organization as it gives employees something to work towards and is a major source of motivation. A reward system for Volvo needs to focus on the overall goals of the organization, while limiting the potential for employees to be singled out. This is necessary to reduce the current environment of fear. A suitable solution would be to introduce a system of job rotation where employees work on different tasks. The overall team could then be rewarded based on the amount of cars produced and the quality of those cars. This would ensure that quality is emphasized as much as quantity. In addition, a set volume could be stated that must be made, with this number low. Employees could then be rewarded for production levels above this number. Since the target is low, this would not cause fear in employees but would motivate them into working hard. To encourage the improvement of processes, it is also recommended that employees are rewarded for making suggestions for improvement."

Tags:mission, statement, team, goals

Abstract
This paper attempts to define and describe the concept of strategy. The paper begins by explaining that few theories actually define the subject, but one of the main ones is Mintzberg's theories or school's of thought on the topic of strategy. The paper explains what the ten theories are and then shows how they apply to the organization.

Contents:
Mintzberg's ten schools of thought
Strategy as a process
Strategy in content
Strategy in context
References

From the Paper
"In Mintzberg's ten schools of thought Mintzberg classifies strategy into 10 schools of thought. These schools are grouped into either prescriptive and practitioner-focused or descriptive and research-focused. Prescriptive schools aim to control strategy process through analysis and are interested in how strategies should be formulated (Minzberg, p35, 1990). Whereas descriptive schools are more about how strategies arise and emerge (Minzberg, Ahlstrand, & Lampel. 1998). The first of the prescriptive school's is the design school. The design school seeks to establish a fit between internal capabilities and external possibilities by using a SWOT analysis (Bennigson, 1999). The next prescriptive school, the planning school, views that specialists and professional planners should develop strategy."

Tags:descriptive, prescriptive, business, organization

Abstract
This paper deals with workplace stress from many perspectives. It starts with the modern definition of stress using stimulus and response. It also examines the various causes and consequences of stress. The consequences, measured in both quantitative and qualitative terms, are analyzed from the viewpoint of employers and employees. Lastly, the paper explains why managers are concerned with workplace stress.

From the Paper
"Stress is an everyday occurrence in one s life. It is the wear and tear on one s body caused by pressures and problems one experiences in day-to-day life. In general, stress is perceived to be an unpleasant effect that has a negative impact on performance. However, research showed that stress is not entirely bad (Hellriegel, Slocum & Woodman, 1995). In fact, depending on an individual s ability and method of coping, certain degree of stress is essential for survival in life. As such, stress can mean different things to different people."

Tags:absenteeism, anxiety, apathy, compensation, conflict, depression, disease, frustration, health, heart, illness, lawsuits, mental, overload, physiology, politics, pressures, psychology, relationship, security, stress, workplace

Abstract
Managers are individuals who are given the task of implementing the objective of management, which is to fulfill the main goals of an organization ?efficiently.? The paper shows that in order to be able to accomplish and fulfill the specific objectives of an organization, management has different functions. These functions are the important concepts and tasks that a manager must follow and implement in order to keep the interests of the personnel and administration of the organization effectively. This paper discusses four functions of management-- planning, organizing, controlling and leading.

From the Paper
"The function of controlling in management requires not only management skills by the manager, but leaders and managers are required to possess social and psychological knowledge of how to deal with groups and individuals within the organization. Controlling includes effective communication among the members of the organization. In controlling, attitudes, perceptions, and motivations of individuals are taken into account by the manager in order to motivate the members to work efficiently and get the work done. Meanwhile, human resources, interpersonal relations, and group dynamics are also concepts that need to be understood by the manager so that if problems or conflicts ever arise within the organization, then the manager can effectively formulate or come up with a solution that will resolve the conflict. Controlling is best applied in decision-making processes, such as negotiations between personnel and administration regarding a new policy that will be implemented or proposed to the organization."

Tags:communication, merchandise

Abstract
This paper evaluates the well-known MLQ test, based on certain leadership theories. It reflects whether or not the MLQ test resonates with or conflicts with these leadership theories. It also points out the strengths,weaknesses, and validity of the MLQ test.

From the Paper
"The Multifactor Leadership Questionnaire (MLQ) is a test that looks for leadership ability and it is one that is accepted by a variety of institutions. However, it is important to keep in mind that leadership is "a mature field" (Hunt 2000, p.435). It is something that possesses bodies of theory that is widely accepted. At the same time, there are disputes between various theoretical camps. The MLQ however is a test that is widely used today, but just because it is used a great deal of the time, does not mean it is perfect. The test has flaws. Still, it is something that is relevant in the postmodern world where management is seen as key and testing is necessary to place individuals, particularly in large institutions."

Tags:theory, institutions

Abstract
This paper discusses how group dynamics are central to the effective functioning of the work group. It shows how by understanding the group processes which affect people's roles in their place of work, is an understanding of the three major aspects of groups: managing conflict, communication and trust linked with social interdependence. It reviews these three concepts in turn and shows how although some groups struggle with a new structure, the future lies in achieving good communication, managing conflicts (including the hidden agenda) and developing healthy relationships, which will lead to trust and social interdependence. The success of a group rests not only with these but also with the group members as individuals and their ability to achieve a fuller harmony and healthy balance on the physical, psychological, spiritual and social level.

From the Paper
"A conflict situation within groups can be seen as an opportunity to grow, however it can also contain risks to the healthy state of a group. It is not the presence of conflicts but the way they are managed, which determines whether they are a positive or a negative force within a group (Johnson & Johnson, 2000, p.381). Martin Luther King postulated in 1964 (and the sentiment applies to small groups as much as large): "Mankind [sic] must evolve for all human conflict a method, which rejects revenge, aggression, and retaliation. The foundation of such a method is love." Many groups spend considerable time trying to reach agreement which "satisfies our needs and meets our goals" (Johnson & Johnson, 2000, p.383). Conflicts arise in groups over the relevance of agenda. One group member may comment that he/ she is not interested in a specific program being organized by someone else."

Tags:communication, conflict, dynamics, interdependence, trust

Abstract
In this paper, the author explores the internal and external influences that can have a predominant effect on an organization and how these pressures can cause organizations to change. The author highlights the new forms of work organizations that have been introduced in many enterprises as a result of these pressures as well as the efforts being made to provide greater efficiency and higher job satisfaction.

From the Paper
"Change is the experience of significant difference. It is above all else, experience. Experiences are personal and individual. People's response to what is supposed to be the same change may be very different. Change disrupted routine, causing people to feel a sense of loss. Change is a process, which occurs continually in life. Change threatens what is known and what makes the future uncertain. The external influences consist of factors external to the industry that may have significant impact on the firm's strategies. A firm cannot typically control its general environment. The external influences consist of much diverse but interrelated part. Here, we will look at segments: competition, technology, international influencers, government regulations/legislation and economic influences. These issues often overlap and developments in one area may influence those in another."

Tags:changes, pressure, external, internal, management, transformation, employees, human, resources